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S
uppose an employer learns that an employee who claimed a serious health condition under the Family and Medical Leave Act (FMLA) faked his injury to take time off for personal business. What steps can the employer take without violating the FMLA? I
read a Ninth Circuit decision last night that offers valuable insights into the complexities of managing FMLA requests and the importance of thorough documentation and investigation. T
he Case: An
underground haul truck driver reported a workplace injury, claiming chest pain from hitting a mine wall with his truck. He delayed reporting the incident until the end of his