A 2010 federal court decision has serious ramifications for employers that have attendance or paid sick-time policies requiring employees to justify their absences with doctor’s notes when they are already on intermittent or reduced-schedule leave under the Family and Medical Leave Act (FMLA).
If this describes your company’s policy, this case may be of interest. In particular, it demonstrates how intermittent FMLA leave can wreak havoc on employers and even invite litigation.
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