Did you ever have an employee tell you that he has medical condition “x,” which will require time off at some point in the future? Normally, you tactfully tell him to come back when he actually needs time off, correct?
Such is the case of Pat Hurley, who I blogged about a year ago
I came across an interesting FMLA case this past week, and the facts are simple enough that it kept my attention. [In the age of Twitter and Facebook, anything beyond a 30-second sound byte and you might as well give me a blanket for a long-winter’s nap. Right?] However, the lesson from the case should