Employer Law Blog

A recent federal circuit court of appeals decision shows a growing change in how courts define an “employer” for the purpose of establishing liability under the Family and Medical Leave Act ("FMLA").

It is becoming increasingly difficult for Illinois employers to keep up with the numerous Illinois leave laws. Here is one you may not know about – The Illinois’ Employee Blood Donation Leave Act. There is no corresponding federal law.

Under the FMLA, an employer must not –

Interfere with, restrain or deny the exercise of, or attempt to exercise, an employee’s FMLA rights [29 U.S.C. § 2615(a)(1)], or
Discharge or discriminate against an individual for opposing any unlawful practice under the FMLA [29 U.S.C. § 2615(a)(2) and (b)].

The Family Medical and Leave Act in part requires an employer to permit an eligible employee to take a leave of absence arising from the serious medical condition involving the employee’s spouse. When Congress enacted the FMLA in 1993, no state had recognized a same-sex marriage. Consequently, the definition of a spouse for FMLA purposes was uncomplicated and uncontroversial.

An employee who complained of a major headache left work and went to a local health care clinic where a physician assistant diagnosed the employee with high blood pressure. The physician assistant provided the employee with a signed note indicating he could return to work in four days.