Our attendance reports show working time in green, excused time away, such as FMLA, as yellow, and sick and other unexcused time as red. When considering internal candidates, if someone has been on FMLA I can see that they have missed work, but still within the FMLA guidelines. I know I am not supposed to consider the yellow time (FMLA) but how can I not when I am hiring for a position that needs someone who can be here to work? Is considering the yellow time against the law? Is there a solution?
Ann Kiernan replies:
Yes, considering the FMLA time is against the law. 29 CFR §825.220(c) says: “employers cannot use the taking of FMLA leave as a negative factor in employment actions, such as hiring, promotions or disciplinary actions.” Managers (and human resources personnel) who retaliate against workers who have used FMLA or interfere with worker FMLA rights can be held personally liable. See, e.g. Spagnoli v. Brown & Brown Metro, Inc.
The only solution I can think of is resist the temptation to look at absence records when considering internal candidates. Good luck.
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