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While the Family and Medical Leave Act permits employees to take up to 12 weeks of unpaid leave for a "serious health condition," and requires that employers reinstate them at the conclusion of the leave, the act is not a job guarantee. But what if an employee's deficiencies are exposed by a leave of absence? Two federal decisions illustrate the perils of terminating an employee based on information learned during an FMLA leave.
August 23, 2002 at 12:00 AM
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The original version of this story was published on Law.Com
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