- Blog post
Can worker use FMLA regulations to fight suspension?
Marlo Throckmorton dug her nails into her palms to avoid saying what she was thinking; that Rob Osgood was a lazy shirker. Instead, she said, “Your absence last Friday was unauthorized, and it was your second one.”
Rob looked at his supervisor with a mix of irritation and fear. “You drove me to it,” he said. “I was out in the plant interviewing workers for that project, and you implied I was sitting around my cubicle doing nothing. I saw so red, I don’t know what I would’ve done if I hadn’t gone home right away.”
“Cut the baloney,” Marlo said. “Bart McGuire told me you were in your cubicle all afternoon. And you may have stormed out, but you weren’t too out of control to remember to drop off your two-way radio in my office.”
“Anyway,” Marlo said, “you left four hours before your shift ended, and a second unauthorized absence is grounds for suspension. You know the rules. You’re suspended for a week, no pay.”
“I left voice mails saying why I was out both Monday and Tuesday!” Rob protested. “And I sent a note from my doctor saying I needed to be off for five days.”
“Yeah, but the note said nothing about your condition, and you didn’t get back to us when we sent you a registered letter asking for more detail,” Marlo persisted. “Those voice mails? They don’t cover your early departure. Plus, you had no sick leave left. So the five days you missed are unauthorized, too.”
“What about my FMLA leave?” Rob protested. “I know my rights. I get as much as 12 weeks off if I need it. And I need it now. I’m completely stressed out with the way you ride me.”
“According to FMLA regulations, we don’t have to approve FMLA leave if you don’t have a serious medical condition,” Marlo said. “You’ve done nothing to show that you do, and you blew off our efforts to find out why your doctor took you off duty. So FMLA won’t help you.
“You’re going to be sorry for this!” Rob shouted.
He sued for violation of FMLA regulations. Did the company win?
FMLA regulations favor the company
Yes, the company won. The court threw Rob’s lawsuit out.
One problem with his case was that he didn’t tell Marlo he needed leave on the day he left early. Rob said he was too worked up, but the court noted that he had enough composure to gather his belongings, leave his radio and talk to other employees before departing.
Also, the company didn’t discipline Rob until it had asked what his condition was and he had failed to respond. It was his responsibility to give the company a medical reason for the leave he wanted.
Remember: Employees can’t just walk out in a huff, against their supervisor’s wishes, and expect protection from FMLA regulations.
Woods v. DaimlerChrysler Corp., Nos. 04-1065/04-1066, 8th Cir., 6/7/05.
Stomping out in anger doesn’t count as ‘notice,’ according to FMLA regulations
Here’s more evidence that workers must follow FMLA regulations in order to get family medical leave.
A veteran engineer at DaimlerChrysler became extremely upset with his manager on several occasions. One day, after being subjected to sarcastic remarks, he walked out in anger. He then began to seek treatment for depression from the company doctor.
Because he had left on other occasions without permission, he was fired. He sued, saying the firing was a violation of FMLA regulations, but the court ruled for the company. The court held that he hadn’t given his company timely notice of intent to take FMLA leave.
Cite: Woods v. DaimlerChrysler, No. 04-1065, 8th Cir., 6/7/05.