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.
- Must we reinstate health insurance that lapsed while employee was on FMLA leave?
- Public employers aren't immune to FMLA reinstatement requirements
- Remind bosses: React to all FMLA requests in a calm and stoic manner
- Congress considers legislation mandating paid sick leave
- Deployed employees get full pay, benefits, monthly care packages