With increasing frequency, employees are bringing “FMLA retaliation” lawsuits against employers when they are disciplined, particularly when the discipline results in termination of employment. While an employer can never completely eliminate the risk of a retaliation claim when disciplining an employee who took FMLA leave, Associate Joseph L. Gordon provides some general principles to help improve the chances that a judge or jury will view the actions in the non-retaliatory context they were intended. Click here to read the full post.
