Employers that must decide whom to cut during a reduction in force sometimes mistakenly fear they can’t terminate someone who is out on
Recent case: Susan Kelley was consistently a few minutes late to work. Even after counseling, she continued to arrive late, apparently ignoring her supervisor’s reasonable suggestion that she leave home 10 minutes earlier.
Then Kelley took emergency leave when her father died. Meanwhile, economic problems required her employer to lay off several employees. Kelley was picked because she had the worst attendance record.
She sued for FMLA interference, but the court said the employer did nothing wrong since her tardiness wasn’t related to FMLA leave. (Kelley v. AmerisourceBergen, No. 08-2377, ED PA, 2009)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Consider chronic conditions when employees request FMLA leave
- How to avoid the FMLA 'no-fire' zone: Prorate performance goals to account for FMLA leave
- Employee calling in 'sick' doesn't automatically trigger your FMLA obligations
- Worker--not just doctor--can prove incapacity