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T
he facts from a recent Sixth Circuit decision are WILD!
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finance manager at a luxury car dealership requested FMLA leave to care for her terminally ill sister, who was battling non-Hodgkin lymphoma. The employer denied her request, asserting that the FMLA did not cover leave to care for an adult sibling. (More on this in a bit.) Despite this, the employee took unpaid leave to care for her sister. When she did not return to work as scheduled, the employer terminated her employment.
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dditionally, the employer retroactively disenrolled her from the employee health insurance plan without providing the required