An employee who has worked for you for less than a year mentions that he will be undergoing surgery that will require him to miss three months of work. You do not want to deal with the havoc that a three-month absence will wreak on your schedule; can you fire him? He is not disabled and the surgery is not for a work-related injury. And since he has not yet worked a full year, he is not eligible for leave under FMLA. So no problem, right?Continue reading this entry
Tag Archives: FMLA Leave Request
Subscribe to This Blog
Topics
- Affirmative Action Compliance
- Americans With Disabilities Act
- Discipline and Termination
- Discrimination, Retaliation and Harassment
- E-Discovery
- EEOC Developments
- Fair Labor Standards Act (FLSA)
- Family and Medical Leave Act
- Human Resources/ Employer Matters
- Immigration, Nationality & Consular Law
- Labor Relations
- New and Recent Legislation
- Patient Protection and Affordable Care Act
- Trade Secrets Protection/Noncompetes
- Uncategorized
- Uniformed Services Employment and Re-employment Rights Act (USERRA)
- Wage and Hour
- Web Conferences
Recent Updates
- “They Owe You” Does Not Always Mean You Can Withhold
- D.C. Circuit Tells NLRB “No Workplace Poster for You!”
- NLRB Continues to Get in Your Face-book
- The Union Is Knocking at My Door: What Can I Say?
- NLRB Issues New Guidance Advice on Confidentiality Prohibiting Discussions of Workplace Investigations