An employee who did not follow his employer’s call-in requirements under its attendance policy or provide an appropriate medical certification supporting his need for leave under the FMLA has failed to establish a claim for interference with his FMLA rights, according to the Sixth Circuit. Srouder, et al. v. Dana Light Axle Mfg, LLC,, (6th Cir. Aug. 7, 2013). Affirming summary judgment for the employer, the Court ruled that an employer may enforce its customary notice and attendance procedures against an employee claiming FMLA-protected leave, unless unusual circumstances justify the employee’s failure to comply with the requirements. For additional information concerning this case, click here.
Register now for your free, tailored, daily legal newsfeed service.
Questions? Please contact email@example.comRegister
No FMLA interference where employee failed to follow his employer's customary notice and procedural requirements
Popular articles from this firm
If you would like to learn how Lexology can drive your content marketing strategy forward, please email firstname.lastname@example.org.
Related topic hubs
Director of Contracts
" I find the Lexology newsfeeds very relevant and the articles of excellent quality. I am often saving copies of the articles for future reference or for use on matters I am working on. I also share the information from the articles with my colleagues."