In tough economic times like these,
As a result, you may see an increase in requests for .
Be very careful not to criticize employees for trying to exercise their . If there are any comments that seem to suggest that management holds it against employees who take leave, be prepared for a legal challenge. Just one negative comment can land you in front of a jury if the employee in question loses his job during the downturn.
Recent case: James Daugherty has a chronic back condition and takes narcotic medications to control the pain. He requested and was approved for . But then his doctor said Daugherty needed more than a month off. That’s when, Daugherty claimed, an HR manager told him if he took that amount of leave “there would not be a job waiting for me when I returned.”
Sure enough, Daugherty was laid off. When business picked up, his employer told him he could return to his job if he could prove he was no longer taking heavy doses of medication.
Daugherty sued, alleging he had been denied reinstatement for taking FMLA leave.
The 6th Circuit Court of Appeals said the alleged HR statement was enough to send the case to trial. The employer will have to convince a jury that its refusal to reinstate Daugherty had nothing to do with the alleged statement or his use of FMLA leave. That may be a tough sell. (Daugherty v. Sajar Plastics, No. 06-4608, 6th Cir., 2008)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Thrive under the microscope
- Consider more time off as reasonable accommodation
- Steer clear of cutting sick worker's job in half
- Must the signature of an actual doctor appear on FMLA leave certification?