Federal Court Affirms USPS FMLA Return-To-Work Policy

U.S. Court of Appeals for the Seventh Circuit reverses previous decision in Harrell vs. USPS - USPS required employees who had taken leave for more than 21 days to submit much more information than a doctor’s note in order to return to work. Rodney Harrell refused to provide the detailed information requested (such as the nature and treatment of his illness and any medicines he was taking), and was ultimately terminated.

Pregnant Deputies Lose Jobs
WJHG-TV - Panama City,FL,USA
“The sheriff came out with a new policy ending all light duty, you were to take leave and after that leave was used up you were put on FMLA leave. …

FMLA and pregnant employees
By Reed Tinsley
An eligible employee is entitled to a total of 12 weeks of FMLA leave in a 12-month period. If the employee has to use some of that leave for another reason, including a difficult pregnancy, it may be counted as part of the 12-week FMLA …

FMLA Law
By Midlife Midwife(Midlife Midwife)
She needed me to fill it out giving her the 12 weeks disability she was entitled to by FMLA. We tried again to let her know that pregnancy is NOT a disability. FMLA does not mean you are entitled to 12 weeks paid disability just because you are pregnant. They do not have to pay her salary, or or pay for disability during that time if there is no medical reason why she can’t work.

She left threatening to sue and that she was going to write me up for not taking care of her properly. You know this wouldn’t be so bad if this wasn’t the fourth patient in two weeks to give me the same song and dance…..I hate FMLA paperwork.

Federal Court Finds That Employee’s Bizarre Behavior Could Constitute Constructive Notice Of The Employee’s Need For FMLA Leave.
In Stevenson v. Hyre Electric Co., the United States Court of Appeals for the Seventh Circuit recently reversed an order granting summary judgment in favor of the employer on a claim that the employer violated the plaintiff’s rights under the Family Medical Leave Act (”FMLA”) by terminating the plaintiff’s employment. The court found that there was a triable issue of fact as to whether the employer was placed on notice of the plaintiff’s need for FMLA leave based upon the plaintiff’s bizarre behavior.

Sample FMLA discovery requests - interrogatories, document requests and requests for admission

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