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SLB

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SLB
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  • Be careful. Remember you still may have ADA obligations, i.e., to reasonably accommodate, assuming the employee has a disability as defined by ADA. Granting a leave of absence could be a reasonable accommodation.
    in FML, LTD, Termination Comment by SLB May 2006
  • The employee must have been employed for 12 months and worked at least 1,250 hours to be eligible for FMLA, so if he began employment in March 2005, you are correct, this employee is not FMLA eligible.
    in FML, LTD, Termination Comment by SLB May 2006
  • Send the employee the FMLA paperwork, and designate the leave as FMLA qualifying, if true. Ideally, this should have been done at the beginning of the STD leave so that the STD and FMLA leave would run concurrently.
    in FML, LTD, Termination Comment by SLB May 2006