Employee Must Be Harmed by Employer's Failure to Properly Designate FMLA Leave in Order to Sue Under Notice Provision
This report relates to 1 case(s)
Ragsdale v. Wolverine World Wide, Inc., 535 U.S. 81 (U.S. 2002) (0 other reports)
Author: Meryl Gutterman, Nukk-Freeman & Cerra, PC
In Ragsdale v. Wolverine World Wide, Inc.,., +535 U.S. 81 (U.S. 2002), the Supreme Court addressed whether an employer was required to give an employee additional leave under the Family and Medical Leave Act of 1993 (FMLA), +29 USCS § 2601, after the employer failed to notify the employee that her seven-month leave of absence, taken in accordance with company policy, would count against her 12-week FMLA leave entitlement.