This FMLA lawsuit offers insight into how misunderstandings can affect legal outcomes.
The RN was the director of nursing (DON) at a local hospital for approximately three years. Her healthcare provider diagnosed her with “sinus/acute illness,” which resulted in debilitating headaches and recurring severe episodes of sinusitis that caused an inability to work, sleep, breathe, and concentrate.
The healthcare provider ordered a three-week medical leave of absence from work and cleared her to return to work in about three weeks. The RN filed for leave under the Family Medical Leave Act (FMLA). Her request was granted after the RN submitted all required paperwork.
While the RN was on her leave, her employer:
When the RN was to return from her medical leave, she texted her employer that she was aware she had been replaced.
In her complaint, the RN alleged that the employer interfered with her rights under the Florida Civil Rights Act (FCRA), discrimination under the FCRA and the Americans with Disabilities Act (ADA), and retaliation under all three of those laws.
The employer filed a Motion to Dismiss her complaint.
In this FMLA lawsuit, the federal court granted the employer's Motion to Dismiss, opining that all of the RN’s allegations were without legal support. The court also held...
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