Employers often treat employees with family medical issues with kid gloves. They not only worry about potential liability under the ADA, but also the FMLA.
When in doubt, offer conditional FMLA leave, and confirm with the statute’s medical certification process.
City officials said Mary Lester engaged in conduct unbecoming of a city employee.
An employer’s discouragement of an employee taking FMLA leave can violate the act, even if the discouragement is ineffective.
What does this all mean for employers? Let’s take a look, via the helpful Q&A the EEOC published.
Lori Flood was placed on administrative leave pending a fitness for duty evaluation. On Jan. 10, 2011, Flood submitted an FMLA medical certification and was terminated two days later.