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Employers have the right to force an employee to begin using FMLA leave if it is believed the employee has a qualifying condition. In the case Knox v. the City of Monroe, the court held in favor of an employer who requested that an employee take FMLA leave.


The court reasoned that employees who don’t want to use their FMLA leave until later are free to take vacation instead. Their employer can’t force them to use FMLA time. ( Escriba v.


if forced leave can amount to interference with a right provided under the FMLA, it can do so only if the employer’s action prevents the employee from using benefits to which she is entitled under the Act. In Tracy’s case, because Trinity did not (yet) interfere with her right to FMLA leave, the court properly dismissed the claim. Walker v.


Article details Repa v. Roadway Express, Inc, and how employee received $300/week during 6-week injury leave, ct found employer couldn't force her to use pto leave.


An employer can force an employee to take leave under the Family Medical Leave Act, states the Spitz Law Firm. In a 2013 lawsuit, the Eighth Circuit of Appeals found in favor of an employer that forced an employee to get three doctors' clearances to work before terminating her.


4 The Employee’s Guide to the Family and Medical Leave Act When Can I Use FMLA Leave? If you work for an employer that is covered by the FMLA, and you are an eligible employee, you can take up to 12 weeks of FMLA leave in any 12-month period for a variety of reasons, including: Serious Health Condition


Those are questions a group of attorneys well-versed on the intricacies of the FMLA addressed recently. Can an employer force FMLA leave? The FMLA entitles eligible employees of employers covered by the FMLA to take up to 12 weeks of unpaid leave during a 12-month period to tend to their own or a close family member’s serious health condition.


Medical Leave Attorney Top Answer: Can my employer count the time I was on involuntary FMLA leave against me later if I actually need to take FMLA?Can my employer use forced FMLA leave to discriminate against me? The Family Medical Leave Act (“FMLA”) is a federal law that lets covered employees take extended time away from work, to handle certain family or medical needs.


The workers’ compensation absence and FMLA leave may run concurrently (subject to proper notice and designation by the employer).” So, the regulations themselves clearly contemplate that FMLA and WC can run at the same time, and they do not require that the employee ask for the FMLA leave in conjunction with WC leave.


A common question we get at Employers Council is, “Can I force an employee to use FMLA?” In general, the answer is yes. The Department of Labor, through its opinion letters, as well as several district and circuit federal courts, have held that employers can require an employee to take FMLA.