The U.S. Court of Appeals for the Seventh Circuit has ruled once again that an employer has the right to take adverse action against an employee based on an honest belief that the individual was abusing his intermittent leave under the Family and Medical Leave Act (FMLA). The ruling is consistent with decisions issued by other federal appeals courts addressing the same issue, and both endorses and clarifies the rationale used by the Seventh Circuit in an earlier ruling that the Center for Workplace Compliance (CWC), our affiliated nonprofit membership association, reported on several years ago.
Members of the Center for Workplace Compliance (CWC) can read more here.