It’s almost always inconvenient to have an employee suddenly leave in the middle of a shift. But if the underlying reason is an-covered condition and he gave you enough information to make you realize the time off might be covered by the FMLA, think twice before punishing the early departure.
Don’t, for example, suspend him for leaving. Instead, ask for a proper, following your usual deadlines. Otherwise, you may end up on the losing end of a lawsuit claiming you interfered with his .
Recent case: Kenneth worked as a corrections officer for the commonwealth of Pennsylvania. His job was stressful and included accounting for all prisoners, managing other corrections officers, arranging for meals for both prisoners and officers and making sure prisoners did not escape.
Kenneth sought stress counseling through the (register to read more). There, he was diagnosed with anxiety and panic a...
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- Twittering away the day on FMLA