Employer’s mistake doesn’t extend FMLA leave — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
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Employer’s mistake doesn’t extend FMLA leave

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in Employment Law,FMLA Guidelines,Human Resources

It’s not always easy to calculate exactly how much FMLA leave an employee has coming. Rest assured, though: If you make a mistake, you can fix it. Just be sure to fix it as soon as you discover the error so your mistake doesn’t harm the employee.

Here’s what to do: As soon as you realize you incorrectly calculated the FMLA leave, let the employee know. You also should give her the new end date if she is currently out on FMLA leave.

Recent case: Patricia Durose, a casino slot supervisor, became ill and took a 53-day FMLA leave. A month after returning to work, she hurt herself and took more FMLA time. The casino told her she had until April 29, but sent her a letter that incorrectly listed May 29 as the date on which her FMLA leave would expire.

Grand Casino immediately informed Durose it had made a mistake and that she was expected back at the end of April. Durose then requested more time, but the casino turned her down.

Durose filed suit under the FMLA, alleging that Grand Casino’s inadvertent misstatement about her FMLA leave expiration date gave her the right to additional protected leave. The court dismissed the case, reasoning that a mistake didn’t automatically entitle Durose to more time than the law allowed. (Durose v. Grand Casino of Mississippi Inc., No. 06-61109, 5th Cir., 2007)

Note: You can’t, of course, purposely misstate when FMLA leave ends and then fire the employee for not returning after her 12 weeks have expired.

Time is also of the essence. If your mistake harms the employee, she may have a case. For example, if Durose had relied on the error when scheduling surgery and hadn’t been able to change the date, she may have won the case.

Final note: If the employee is disabled under the ADA, she may be entitled to more time off as a reasonable accommodation.

{ 1 comment… read it below or add one }

Joe Berringer April 2, 2015 at 6:07 am

employee has 2 FMLA’s, one for her father and one for her mother. The FMLA for her father started March 28, 2014. The one for her mother started in February 3, 2015.
As the count (60 day) was monitored, oversight on count for several of the days in 2014 for the first FLMA (father) as this FMLA expired 2/28/15. Now employee using FLMA for mother. When error was determined and calculated employee had used 74 FMLA days for the 2014, but now is on the 2015 for her mother. Can employer recoup the error on new FMLA because they did run together for a short time.


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