This is a tricky issue and hard to answer your question without additional details. An employer is allowed to enforce current work quality/quantity standards while an employee is on FMLA but cannot take punitive measures when the quality/quantity of the work is affected because of the leave. For example, a case worker is required to see 10 clients a week but is on intermittent FMLA so she can see only 7 clients a week. Employer cannot discipline this employee in this instance under these facts. I strongly suggest your wife speak with experienced FMLA counsel. Many of us will provide an initial consultation free of charge.
This is a tricky issue and hard to answer your question without additional details. An employer is allowed to enforce current work quality/quantity standards while an employee is on FMLA but cannot take punitive measures when the quality/quantity of the work is affected because of the leave. For example, a case worker is required to see 10 clients a week but is on intermittent FMLA so she can see only 7 clients a week. Employer cannot discipline this employee in this instance under these facts. I strongly suggest your wife speak with experienced FMLA counsel. Many of us will provide an initial consultation free of charge.
