The federal Family and Medical Leave Act applies to workers only if they have been on the job for at least a year. So does that mean a company that doesn’t want to accommodate an employee with pregnancy complications can fire her one day before her first-year anniversary, so she’s not eligible for protection under the law?
No way, according to a federal judge in Minnesota.
The judge sided with a property manager named Ena Wages who was fired after her doctor ordered her not to work more than 20 hours a week.
The management company claimed that a 20-hour-a-week schedule was untenable, and it had a right to fire her because she wasn’t yet covered by the law.
But the court said the employee could have legally used her paid sick or vacation time to bridge the gap until she had been working a year, and so she was entitled to family leave.