Employer liability for FMLA (Family Medical Leave Act) violations can be a tricky topic for HR leaders, especially considering a recent ruling from the Second Circuit of the U.S. Court of Appeals. The court’s decision in Graziadio v. Culinary Institute of America (2016) offers a cautionary tale about the potential pitfalls of compliance with the FLMA.
The Facts of the Case
Ms. Graziadio had been a payroll administrator for five years when she told her supervisor that she needed to take leave to care for a sick son. She left work on June 6 and returned on June 18. Nine days after she returned to work, she submitted a medical certification supporting her need for leave.