Attendance/tardy issues after FMLA

donicek

We have an employee who used all of her FMLA due to depression. She is 64 and is now being tardy consisently, taking extra long lunches, basically, not following the rules for the department. How much discipline can we give her? Has anyone else had this happen and how did you handle it? She was written up for the tardiness, but I feel it was a mistake and I think she is trying to push us to fire her. My suggestion is to focus on her sales numbers as she is an inside sales rep. Feedback?

Whatever

You need to have a long talk with her. She is 64 years old and probably still suffering from depression. If she is still suffering from depression, she is protected by ADA. Before making any decision, you must determine what the full story is.

LeeR

I would treat her the same as any other employee with an attedance issue. The FMLA shouldn't have any impact on other disciplinary problems.

LindaS

I agree with Whatever - have a talk with her to get to the bottom of the issue. Once you have all the information, make a decision from there where you should proceed.