One criterion for employees to be eligible for
That’s why it’s important to track employees’ hours, even hours worked by , too.
As the U.S. Department of Labor (DOL) says, “In the event an employer does not maintain an accurate record of hours worked by an employee, including for employees who are exempt from the … the employer has the burden of showing that the employee has not worked the requisite hours. In the event the employer is unable to meet this burden, the employee is deemed to have met this test.”
Recent case: Sharon Gray worked as a custodian at a Florida school. After 28 years on the job, she filed a lawsuit claiming all types of discrimination. But because she waited too long to file most of her claims, the court dismissed them.
Her final claim was that she had been denied FMLA leave for foot surgery. She claimed there was no evidence she’d worked fewer than 1,250 hours in the previous 12 months. But the district had records showing Gray had worked just 1,235 hours, and was therefore 15 hours short and not eligible. Her case was dismissed. (Gray v. Vestavia Hills Board of Education, No. 08-11607, 11th Cir., 2008)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Courts look at unpaid, off-the-clock work when tallying 1,250-hour FMLA threshold
- Who is a 'key employee' under the FMLA?
- Can we fire admitted drug user, or should we offer time off for treatment?
- Offer flex schedules to low-wage workers, too