A nurse was able to revive his Family and Medical Leave Act claim against his former employer after the employer failed to reinstate him from leave immediately after he informed the employer of his availability. Since reasonable jurors could disagree regarding whether the employer handled the reinstatement in a way that complied with the law, the nurse’s case was not one properly decided by issuing summary judgment, the Sixth Circuit Court of Appeals decided.
It is often a tricky situation for an employer. You’ve approved an employee’s taking a certain amount of time off under the Family and Medical Leave Act, only to discover soon thereafter that your employee wasn’t completely honest with you about his leave. When an employer encounters this issue, it is important to understand what the laws says are your options. In a recent case from the Fourth Circuit Court of Appeals, that court concluded that an employer couldn’t be liable for FMLA retaliation when it forced into retirement an employee whom it deemed to have misused his FMLA leave. The employer won because it had ample proof that the employee had been dishonest, and dishonesty and abuse of FMLA leave were permissible non-discriminatory reasons for the employer’s actions.
A recent case pitting a Tennessee bank teller against her former employer resulted in a judgment in favor of the bank and a Sixth Circuit Court of Appeals decision upholding the lower court’s ruling. The bank teller’s lupus required her to miss long stretches of work, and these prolonged absences allowed the bank to terminate her employment without violating either the Family and Medical Leave Act or the Americans with Disabilities Act, since the job that the woman had at the bank required regular attendance.
An important new ruling from the 11th Circuit Court of Appeals highlights when employees can, and cannot, offer arguments in federal employment cases even after administrative bodies have already ruled against that same argument. In this recent case, the court allowed an employee to pursue a Family and Medical Leave Act retaliation case because, even though a state unemployment compensation appeals hearing officer had previously ruled that the employer fired the employee based upon dishonesty, rather than her use of FMLA leave, the hearing officer didn’t rely on competent evidence in making that conclusion. While this case originated in Alabama, the 11th Circuit’s ruling in the matter can affect employers and employees in Georgia.
In any employment case in which an alleged statutory violation has taken place, it is always important to know exactly what the law requires an employee to show in order to make her case. Tennessee employers and employees should take note of a recent Sixth Circuit Court of Appeals ruling in favor of the employer. In this case, the employee lost because she did not have the required proof of damages to support her Family and Medical Leave Act case.
A recent 11th Circuit Court of Appeals case addressed the unusual question of whether an employer can go from exempt to non-exempt based upon the employer’s decision to withhold pay as part of an employment dispute. In the 11th Circuit ruling, it decided that, in this case, the employee remained exempt and could not pursue his employer for minimum wage law violations. The employee’s case was a matter for the state courts under a breach of contract cause of action, rather than a matter for a federal court under the Fair Labor Standards Act.
A recent 11th Circuit Court of Appeals case is helpful in instructing how far an employer must go in stating why it chose to terminate an employee on Family and Medical Leave Act leave. Even though the employer in the recent case only narrowed its reasons down to two mutually exclusive ones, its good-faith investigation established a reasonable basis for concluding that the employee committed one of the two misdeeds, and, since either was enough to warrant termination, the employer’s action did not violate the law.
The events that happened to Kimberly Thomas that triggered this case were, in some ways, not uncommon. Thomas, a manager at a Dollar General store in Alabama, was terminated in the wake of a robbery at her store. The robbery had yielded an investigation by Thomas’ superiors and questions regarding two store employees’ completion of a mandatory online class regarding robbery prevention. The employer concluded that Thomas either took the course exam for the employees or made the employees take the test “off the clock.” Either way, the employer reasoned that Thomas had violated company policy and ended her employment.
An Alabama employee recently lost her Family Medical Leave Act case because the period for which she sought leave was after the last day of her temporary employment. The case, and the 11th Circuit Court of Appeals ruling in it, provides some helpful guidance to Georgia employers and employees when it comes to temporary employees and the FMLA. In ruling in favor of the employer, the court explained that employers can terminate temporary employees, thereby preventing them from taking FMLA leave, as long as the termination would have occurred just the same even in the absence of the employee’s leave request.
The employee in this case, Janet Scotnicki, was a nurse in the Coronary Care Unit (CCU) at the University of Alabama at Birmingham Hospital. Scotnicki had a condition called Autoimmune Cerebellar Ataxia. Symptoms of her condition include problems with balance and walking. In 2007, the nurse took a month of FMLA leave to seek medical treatment. When she and her supervisor discussed her return to work, her supervisor proposed two possible opportunities that were more sedentary than her CCU job. Scotnicki chose a job with the Interventional Cardiology office, even though the supervisor clearly indicated that this job was only temporary.
A county road commission worker was able to deflect his employer’s attempt to defeat his Family and Medical Leave Act case by arguing that the employee was ineligible. Although the employee was, in fact, ineligible, the employer’s poorly worded employee manual appeared to promise FMLA coverage to the employee. That was enough for the 6th Circuit Court of Appeals to decide the employee was allowed to go forward to trial with the argument that the employer should be legally barred from arguing about eligibility as a result of the misrepresentation and the employee’s reliance upon it.
The worker who sued was Terry Tilley, an employee of the Kalamazoo County Road Commission. In late July 2011, Tilley’s supervisor reprimanded him for failing to complete certain assignments on time. The supervisor imposed a new set of deadlines by which Tilley must have his work finished or else face additional punishment, including job termination. On the morning of the last day for completing one of the assignments, Tilley suffered a medical event that led to his admission to a hospital, from which he was not released until the next day.
Pregnant women in the workplace face many challenges. Sometimes, those challenges can include things like being forced to take unpaid leave when their pregnancies restrict them on the job. One gas station worker, whom her employer forced onto leave after she became limited at work, lost her Family and Medical Leave Act and pregnancy discrimination suit. The Sixth Circuit Court of Appeals issued a ruling that concluded that, although the employer’s policy might appear harsh, the employee had no proof the employer did anything that comprised a violation of the law.
The employee, Lauri Huffman, was a shift leader at a Speedway LLC gas station when she became pregnant. The job sometimes required her to work long shifts and perform strenuous physical tasks. Four months into her pregnancy, the woman’s OB/GYN told the patient to stop working shifts longer than eight hours and to take 15-minute breaks every four hours. Huffman conveyed the information to her employer, and Speedway accommodated her restrictions.