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.

This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.

To view this content, please continue to their sites.

Not a Lexis Advance® Subscriber?
Subscribe Now

Not a Bloomberg Law Subscriber?
Subscribe Now

Why am I seeing this?

LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.

For questions call 1-877-256-2472 or contact us at [email protected]