loader
Page is loading...
generic_insight_detail

Inconsistent Statements Can Be Costly For Employers


The United States District Court for the Northern District of Oklahoma recently denied an employer’s motion for summary judgment on a former employee’s FMLA interference claim. While litigating the matter, the employer argued that the employee never truly was eligible to receive benefits under the FMLA (despite previously granting the employee leave under the Act). In response, the employee presented evidence that a supervisor had assured her while she was out on leave that her job was secure.  According to the court, this assurance could ultimately estop (prevent) the employer from later challenging the employee’s eligibility under the FMLA. Bottom line:  Make sure management and benefits personnel are on the same page in order to prevent inconsistent messages from being communicated to employees.


RELATED ARTICLES

Federal Court Puts Employee Suit Under Wrong COVID Statute Behind Bars

September 25, 2020 | Currents - Employment Law, Employee Leave

Outbreak of COVID-19 Public Nuisance Cases Continues

August 7, 2020 | Currents - Employment Law, Employee Health Issues

D.C.’s COVID-19 Emergency Legislation Impacts Unemployment Benefits and D.C. FMLA

March 20, 2020 | Currents - Employment Law, Employee Leave

Coronavirus Response Act Includes Emergency Paid Sick Time and Paid Family Leave

March 19, 2020 | Currents - Employment Law, Employee Leave, Employee Health Issues

House Amends and Clarifies Emergency Coronavirus Employment Measures

March 17, 2020 | Currents - Employment Law, Employee Leave

Subscribe

Do you want to receive more valuable insights directly in your inbox? Visit our subscription center and let us know what you're interested in learning more about.

View Subscription Center
RELATED TOPICS
FMLA
Trending Connect
We use cookies on this site to enhance your user experience. By clicking any link on this page you are giving your consent for us to use cookies.