If you’re ready to fire an employee for missing too much work, be sure to document the absences and pinpoint when you made the termination decision. Your records may come in handy if she sues and claims her leave was-protected.
Recent case: Jamie was frequently tardy or absent from her job at the University of Pittsburgh Medical Center. One day, she called to say she would miss work because her mother was sick. A few days later, she was fired.
She sued, alleging she had been fired for requesting.
But the hospital argued it really made the termination decision a week before the phone call, after another absence unrelated to FMLA-covered reasons. The jury tossed out Jamie’s claim. (Lichtenstein v. UPMC, et al., No. 09-1350, WD PA, 2013)
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- Try to offer same job to returning worker, not just same title, salary