The U.S. Supreme Court has let stand a lower-court ruling that minimizes the impact when an employer fails to notify a worker promptly that he is ineligible for time off under theAct. ( ). (Brungart v. Bellsouth Telecom Inc., No. 00-1383)
Labor Department regulations have said an employer's failure to notify a worker promptly would automatically make that person eligible for the FMLA. But a federal appeals court struck down the rules, saying they would stretch the law far beyond what Congress intended.
- Problems surface during FMLA leave? Fire away!
- Firing Guard or Reserve member? Better show you would have taken action despite service
- Green light to discipline managers who doctor time cards
- Be prepared to prove you had reasonable cause to deny reinstatement after FMLA leave
- When reasonable accommodation is time off, it's OK to count it as FMLA leave