FMLA
sunshine state
31 Posts
WE HAVE AN EMPLOYEE WHO WAS GRANTED FMLA LEAVE. PRIOR TO THE LEAVE SHE WAS GIVEN A DISCIPLINARY (SHE REFUSED TO SIGN OR COMMENT) NOT COMPLETING JOB. AFTER SHE WENT ON LEAVE AN EMPLOYEE ASSIGNED TO DO HER JOB FOUND SEVERAL ERRORS AND PROBLEMS. WE ARE A NON PROFIT AND HAVE TO REPORT TO FED & STATE FOR GRANTS. IF WHEN THE MONITORS COME AND IF THEY FOUND THESE ERRORS WE COULD BE FINED. TWO EMPLOYEES HAVE WORK OT (AMOUNTING TO SEVERAL THOUSAND DOLLARS) IN ORDER TO CORRECT AND REPORT THESE PROBLEMS. SHE IS DUE TO RETURN THE END OF APRIL. WE WISH TO FIRE HER. WE KNOW SHE CAN NOT BE FIRED WHILE ON LEAVE. WE ARE IN THE PROCESS OF RESTRUCTING OUR ORGANIZATION AND HER JOB WILL BE ONE THAT IS TO BE CHANGED.ANYONE HAVE ANY IMPUT OR HAD THE SAME PROBLEM? WE ARE AT WILL EMPLOYMENT AND LOCATED IN FL
Comments
Secondly, this is an area of the forum that is not commonly used, you need to post this under the FMLA or the Employment Law section. That will get you more responses.
Lastly, what were the errors? Were they similar issues to what the ee was counseled for before she wewnt out on FMLA Leave? Have you had similar issues with other ees? What did you do to them? Were any of them on FMLA or some other approved leave (hopefully no show that you can show that there is no connection with her leave and the decision to discharge)? Do you have documentation from the people that found the errors, what they were, what they had to do to correct them, and what the implication were resulting from the errors? I think that you need to answer these questions before you decide on the level of discipline you are going to take with this ee. Favorable comparables will support the copmpany's decision and assist in defending against any claims the ee may file.
You certainly can discharge an ee that is on FMLA, you just can't discharge them because they are on a protected leave, such as FMLA. IF the decision to discharge is performance related, and you have the documentation to prove the misconduct/performance issues that lead you this decision, then do it. Don't wait for her to return, communicate the decision and start the process to replace her. Same is true if she is being let go in an RIF because the position is being eliminated. Document the reason the position is being eliminated and communicate the decision. You would have to show that her position would be eliminated even if she was not on leave, but you would not have to wait until her leave ended.
Basically, it comes down to past practices and whether you have the documentation to support your decision. If you do, you should be fine. If not, you need to reevaluate and look at other avenues to handle the situation.
It would be much more suspect if you were to target her job for restructural elimination upon her return. It would, in fact, be more difficult to explain away the latter than the former.
Brad Forrister
VP/Content
M. Lee Smith Publishers
Thanks again