BY MINDY CHAPMAN, Esq.
Don’t be so quick to pull out the “request denied” stamp when employees want to use
Case in Point: Melody Baucom, an optical assistant at a North Carolina eye center, requested FMLA leave to attend a doctor’s appointment for medical tests to look into mysterious growths on her cervix.
The company denied the request, saying Baucom wasn’t entitled to FMLA leave because she didn’t suffer from a qualifying “serious health condition.” The cited reason: Baucom had not been previously incapacitated or sick for at least three consecutive calendar days, as require.
Baucom was told she could only take personal time off (PTO) for her appointments. But since she had no PTO days left, she was told she’d be fired if she attended the appointment. Baucom kept her appointment. The company kept its word. She was fired.
Baucom sued, saying she was entitled to use FMLA time for testing. The company argued that Baucom wasn’t eligible because her condition didn’t rise to the serious level (i.e., three consecutive calendar days of incapacity).
Result: The court sided with Baucom, saying a doctor’s visit to obtain test results to determine whether a serious health condition exists can be covered by the FMLA. (Baucom v. Cabarrus Eye Center, 12/10/08)
Don’t be so fast to fire. There’s always time to terminate an employee, but only do so after a thorough review. Strongly consider legal consultation if there’s a potential medical issue.
Remember, employers that pull the termination trigger quickly on employees with medical issues will not get sympathy from juries with access to the corporate wallet.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Jet Propulsion Lab misfired by disciplining disgruntled workers
- Supreme Court follows Ledbetter logic in AT&T pregnancy discrimination case
- Get separate signature to enforce arbitration agreements
- When federal compliance and N.C. law collide: Violating FMLA doesn't end at-will employment