Baton Rouge Community College to pay $34,000 for FMLA violation
The U.S. Department of Labor recently announced the Baton Rouge Community College has agreed to pay $34,526 in back wages and benefits for violating the Family and Medical Leave Act (FMLA).
An investigation by the New Orleans Wage and Hour Division found the college fired an employee the day before the worker was going to retrieve documentation from a doctor. According to the claims, the employer had asked for the papers as a certification of the FMLA health condition, but terminated the employee before they could ever be produced.
"The FMLA allows for workplace flexibility by giving an eligible employee the right to take a total of 12 workweeks of unpaid, job-protected leave during any 12-month period to address a serious health condition that makes him or her unable to perform the essential functions of the job," said Cynthia Watson, the division's regional administrator for the Southwest.
Employees are allowed to take leave in certain situations, including the birth of a child, the placement of child care in foster care or adoption, a serious health condition of a family member or the employee him/herself.
If employers are uncertain about the rights guaranteed by the FMLA, they might want to outsource human resources to gain additional expertise regarding these rights.
An investigation by the New Orleans Wage and Hour Division found the college fired an employee the day before the worker was going to retrieve documentation from a doctor. According to the claims, the employer had asked for the papers as a certification of the FMLA health condition, but terminated the employee before they could ever be produced.
"The FMLA allows for workplace flexibility by giving an eligible employee the right to take a total of 12 workweeks of unpaid, job-protected leave during any 12-month period to address a serious health condition that makes him or her unable to perform the essential functions of the job," said Cynthia Watson, the division's regional administrator for the Southwest.
Employees are allowed to take leave in certain situations, including the birth of a child, the placement of child care in foster care or adoption, a serious health condition of a family member or the employee him/herself.
If employers are uncertain about the rights guaranteed by the FMLA, they might want to outsource human resources to gain additional expertise regarding these rights.
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