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Some commentators have read the Escriba decision and concluded that an employer can never place an employee on FMLA against their will, even if the employer is aware that an FMLA event has taken place. I strongly disagree with those commentators. The FMLA clearly states that the employer has the responsibly to designate time off as FMLA.


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. Courts have reasoned that whether an employee ...


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.


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.


2 The Employee’s Guide to the Family and Medical Leave Act Who Can Use FMLA Leave? In order to take FMLA leave, you must first work for a covered employer. Generally, private employers with at least 50 employees


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.


Whether an employer can force employees to use PTO by a certain time or lose it, depends on whether state law addresses the issue. For example, employers in California may not implement use-it-or-lose-it policies. Employer may, however, cap the amount of vacation time that an employee can accumulate.


FMLA leave is generally unpaid, and during unpaid FMLA leave an employer can require that employees use paid leave. The FMLA regulations provide, however, if during FMLA leave an employee also ...


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.


Employees Can Affirmatively Decline to Use FMLA Leave. Volume 13, Issue 3 March 12, 2014. On Tuesday, February 25, 2014, in the case of Escriba v.Foster Poultry Farms, Inc., the Ninth Circuit Court ruled that an employee can affirmatively decline to use Family and Medical Leave Act (FMLA) leave, even if the reason for seeking time off entitles the employee to the FMLA's protection.