Burnett v. LFW Inc.
472 F.3d 471 (7th Cir. 2006) Cited 376 times 1 Legal AnalysesHolding that a question of material fact existed where an employer's classification of an employee's conduct as insubordinate stemmed in large measure from its mistaken belief that the employee was not entitled to FMLA leave
Lewis v. District
523 F.3d 730 (7th Cir. 2008) Cited 285 timesHolding that jury could find that employer violated the FMLA if the employer "held [the employee] to the unrealistic expectation that she should accomplish satisfactorily all of the duties of [her] position during her period of FMLA-protected intermittent leave"
Byrne v. Avon Products, Inc.
328 F.3d 379 (7th Cir. 2003) Cited 184 times 6 Legal AnalysesHolding that the request to "not work[] for an extended time" is not a reasonable accommodation for severe depression
Collins v. NTN-Bower Corp.
272 F.3d 1006 (7th Cir. 2001) Cited 129 timesHolding that where plaintiff had previously advised supervisors of her depression, which "incapacitated her on a particular day she could have made clear the ‘serious' nature of her condition by referring to knowledge already in the employer's possession"; by instead saying only that she was "sick," plaintiff "not only withheld important information from the employer but likely threw it off the scent"
Lewis v. Holsum of Fort Wayne, Inc.
278 F.3d 706 (7th Cir. 2002) Cited 120 timesHolding that an employer did not violate the FMLA by discharging an employee on FMLA leave when the employee failed to comply with a company call-in policy
Gilliam v. United Parcel Service, Inc.
233 F.3d 969 (7th Cir. 2000) Cited 73 timesHolding that even assuming the employee was on approved FMLA leave, "[n]othing in the FMLA or the implementing regulations prevents an employer from enforcing a rule requiring employees on FMLA leave to keep the employer informed about the employee's plans," so the employer did not interfere with the employee's FMLA rights by firing him for a lack of notice of the duration of his leave
Phillips v. Quebecor World Rai Inc.
450 F.3d 308 (7th Cir. 2006) Cited 54 timesHolding that plaintiff's request for FMLA leave was insufficient when she "failed to convey any information regarding the nature of her medical problem"
Bones v. Honeywell Intern., Inc.
223 F. Supp. 2d 1203 (D. Kan. 2002) Cited 15 timesNo. 00-4129-SAC. September 20, 2002. David O. Alegria, McCullough, Wareheim LaBunker, P.A., Topeka, KS, for plaintiff. Katherine A. Hansen, Spencer, Fane, Britt Browne, Kansas City, MO, J. Nick Badgerow, Daniel B. Boatright, Spencer, Fane, Britt Browne, Overland Park, KS, for defendant. MEMORANDUM AND ORDER CROW, Senior District Judge. This case comes before the court on defendant's motion for summary judgment. Plaintiff alleges that her termination from employment with the defendant was in violation
Phillips v. Chase
Civil Action No.: 06 C 3747 (N.D. Ill. Apr. 30, 2007) Cited 1 timesCivil Action No.: 06 C 3747. April 30, 2007 MEMORANDUM OPINION AND ORDER SUZANNE CONLON, District Judge Shirley A. Phillips sues her former employer JP Morgan Chase, alleging violations of the Family and Medical Leave Act of 1993 ("FMLA"), 29 U.S.C. §§ 2601-54. Phillips contends JP Morgan interfered with her FMLA rights and retaliated against her for taking medical leave. JP Morgan moves for summary judgment. For the reasons set forth below, the motion is granted. BACKGROUND I. Local Rule 56.1 JP
Rule 56 - Summary Judgment
Fed. R. Civ. P. 56 Cited 329,402 times 158 Legal AnalysesHolding a party may move for summary judgment on any part of any claim or defense in the lawsuit
Section 825.220 - Protection for employees who request leave or otherwise assert FMLA rights
29 C.F.R. § 825.220 Cited 1,751 times 43 Legal AnalysesAdopting a "negative factor" standard
Section 825.302 - Employee notice requirements for foreseeable FMLA leave
29 C.F.R. § 825.302 Cited 820 times 21 Legal AnalysesDiscussing intermittent leave when foreseeable due to an enumerated scenario