In Pennsylvania, employers that make a promise that an employee reasonably relies on may be liable if that promise isn’t fulfilled and the employee suffers harm as a result.
This quasi-contract theory has implications: If you don’t have enough employees at a particular location to be covered by the FMLA, don’t approve requests.
Recent case: Tracy Moore asked for medical leave after reading about it in . Her employer granted her two weeks of FMLA leave. Moore then was fired for unrelated reasons. Nonetheless, she filed an and interference lawsuit. The company said it wasn’t required to provide FMLA leave.
The court allowed the case to continue, judging that Moore might have taken vacation time off if she hadn’t been promised FMLA leave. To her detriment, she relied on the company’s promise. (Moore v. Czarnowski, No. 08-1637, WD PA, 2009)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Reinstate employees right after leave; don't delay
- How should we calculate FMLA leave entitlement for employee whose schedule varies?
- Speaking out in course of government job isn't protected
- Disabled workers can collect unemployment if denied accommodations they ask for