A recent US Court of Appeals ruling opens the door to managers being held personally liable for Family Medical Leave Act (FMLA) violations. The matter hinges on whether or not the manager can be determined to be an “employer” for the purposes of the law.
The court used a four question test to determine if the manager in question, and HR Manager, met the criteria to be considered an employer. The manager met 2 of the four criteria, justifying the case not only to move on, but also opening the possibility that the manager would face the prospect of compensating the plaintiff if the trial goes against her and the company.
Here’s more details.
Be warned! There may be more on the line than your company’s well being in FMLA matters.