J. J. Keller® Compliance Network Logo
Start Experiencing Compliance Network for Free!
Update to Professional Trial!

Be Part of the Ultimate Safety & Compliance Community

Trending news, knowledge-building content, and more – all personalized to you!

Already have an account?
LOG IN
FREE TRIAL UPGRADE!
Thank you for investing in EnvironmentalHazmat related content. Click 'UPGRADE' to continue.
CANCEL
YOU'RE ALL SET!
Enjoy your limited-time access to the Compliance Network!
A confirmation welcome email has been sent to your email address from ComplianceNetwork@t.jjkellercompliancenetwork.com. Please check your spam/junk folder if you can't find it in your inbox.
YOU'RE ALL SET!
Thank you for your interest in EnvironmentalHazmat related content.
WHOOPS!
You've reached your limit of free access, if you'd like more info, please contact us at 800-327-6868.
CLOSE
 
:
 
InstituteIn Depth (Level 3)Family and Medical Leave Act (FMLA)Family and Medical Leave Act (FMLA)EnglishAnalysisFocus AreaUSA

Termination

['Family and Medical Leave Act (FMLA)']
Termination
  • A company may not use FMLA leave as a reason to terminate an employee.

Employers are prohibited from terminating an employee because the employee will take, is taking, or took Family and Medical Leave Act (FMLA) leave. If, however, the reason for a termination is not related to the FMLA leave, the termination may be valid.

The FMLA protections are not absolute. During a reduction-in-force, an employee may be selected for termination, as long as the decision was not based on the employee’s exercising FMLA rights.

:
family-and-medical-leave-act-fmla
family-and-medical-leave-act-fmla
FOUNDATIONAL LEARNING
Termination
  • A company may not use FMLA leave as a reason to terminate an employee.

Employers are prohibited from terminating an employee because the employee will take, is taking, or took Family and Medical Leave Act (FMLA) leave. If, however, the reason for a termination is not related to the FMLA leave, the termination may be valid.

The FMLA protections are not absolute. During a reduction-in-force, an employee may be selected for termination, as long as the decision was not based on the employee’s exercising FMLA rights.