An employer may want to immediately terminate an employee it believes is abusing or fraudulently taking leave under the Family and Medical Leave Act (FMLA). The employer would be wise to follow the steps in this How To before terminating an employee for FMLA fraud or abuse.
When terminating an employee who is out on Family and Medical Leave Act (FMLA) leave, an employer can avoid liability by proving that the termination decision was made regardless of whether the employee took leave or otherwise exercised FMLA rights. This How To assists an employer with terminating an employee out on FMLA leave.
This How To details the steps a prudent employer should take when an employee returning from Family and Medical Leave Act (FMLA) leave requests an accommodation under the Americans with Disabilities Act (ADA).
The materials and information included in the XpertHR service are provided for reference purposes only. They are not intended either as a substitute for professional advice or judgment or to provide legal or other advice with respect to particular circumstances. Use of the service is subject to our terms and conditions.
XpertHR is designed to work consistently across a range of browsers, including the latest Internet Explorer, Google Chrome, Firefox and Safari. XpertHR no longer supports Internet Explorer 6 or 7. Learn more.