An employer's "honest belief" that an employee misused the Family and Medical Leave Act can be enough to defeat an FMLA retaliation claim, the Third Circuit has ruled.
January 30, 2017 at 06:30 PM
1 minute read
The original version of this story was published on The Legal Intelligencer
An employer’s “honest belief” that an employee misused the Family and Medical Leave Act can be enough to defeat an FMLA retaliation claim, the Third Circuit has ruled.
The court also held in the precedential opinion, issued Monday, that a request for intermittent FMLA leave can constitute a request for a reasonable accommodation under the Americans With Disabilities Act, though it ultimately found that wasn’t the case here.
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