Employees who take
Unless you are convinced you can absolutely prove that you would have changed the employee’s assignment even if she never went on leave, promptly restore her to her former job.
Recent case: Laura Huck became pregnant with twins and needed about two weeks off to deal with complications. When she returned, she learned that her status had changed from exempt to hourly, her hours were altered and she had different duties.
She sued. The court said there was enough evidence that her employer had interfered with her to warrant a jury trial. (Huck v. Greenspan, No. 06-CV-14562, ED MI, 2009)
- Preparing your workplace for a possible H1N1 flu pandemic
- How should we count FMLA leave when both parents work for the same company?
- Understand the legal risks when employees telecommute from another state
- Roofing manager sues after firing following cancer diagnosis
- Rush to fire or demote pregnant employee often backfires