Employers often ask: “How long do I have to hold a job open for someone on extended medical leave?” The Fourth Circuit recently tackled this issue in Coffman v. Nexstar Media, offering helpful guidance for navigating ADA and FMLA obligations.
Coffman was an account executive at Nexstar. After becoming pregnant with twins, she developed a serious condition requiring bed rest. Nexstar allowed her to work remotely during the final weeks of her pregnancy, and when she delivered by C-section in February, she took 12 weeks of FMLA leave.
Shortly into that leave, Coffman learned she had suffered an injury during the C-section that severely limited her mobility. She began a prolonged back-and-forth with Nexstar about whether and when she could return, and whether remote work was possible.
By June—four months into her absence—HR checked in again. Coffman referred them to her attorney and then texted: “Please do not contact me regarding a return to work date when I have been classified as unable to return and still have short-term disability plus bonding leave.”
Nexstar grew concerned. In late July, the company formally requested a return date, noting, “A directive not to contact you is not acceptable.”
Coffman still didn’t provide a date. Instead, she wrote back to say she was “still under intense care,” had surgery coming up that would require up to six weeks of recovery, and likely needed another procedure in October.
Nexstar terminated...
The offshore world has always attracted strong opinions. It’s complex, global, and full of moving parts that most people don’t fully understand. Mix that with online anonymity and you suddenly hav...