Employers aren’t allowed to count absences covered by the
Otherwise, if the employee is fired, she may try to argue that somehow her covered absences were included in the decision process.
Recent case: Suzette Whitman was a single mother who missed lots of work because one of her children has Down syndrome and others have health problems. Her supervisors often spoke to her about her absences and told her she needed to get her work done.
She sued when she was fired for allegedly immediately after she returned from to care for a hospitalized child.
The court ordered a trial, concluding there was evidence linking protected attendance with her discharge. (Whitman v. Proconex, No. 08-2667, ED PA, 2009)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Tell bosses: Keep family planning and pregnancy talk out of the workplace
- Warn bosses: No negative comments about FMLA leave
- Employee (not you) is responsible for filing FMLA certification on time
- Furloughs and unpaid time off create wage-and-hour problems