Legal Question in Disability Law in California

I have chronic fatigue syndrome and my former employer was well aware of it. I was the therapist at a non-public school, but had no job description. Therefore, I was expected to do things such as run after students who A.W.O.L.'d from campus. One such incident flared up my fatigue and my doctor put me out on short-term disability. While I was on disability, I received a letter from my supervisor stating that I had "excessive" absences and would be terminated if I had further absences. I informed her that my doc had put me on disability and even scanned and e-mailed my doctor's note to her. I was set to return to work on 10/15/09, after being out for 3 weeks. However, on 10/09/09, I received a letter from my employer stating that I had been terminated. Now, apparently, my former employer has denied my unemployment. Is this all legal?


Asked on 11/02/09, 6:14 pm

1 Answer from Attorneys

Terry A. Nelson Nelson & Lawless

If and when you are denied legally protected leave, or are illegally discriminated or retaliated against because of requesting or taking the leave, then you can consider legal claims.

If your CA employer has at least 50 employees, and you are employed for at least 12 months, have at least 1,250 hours worked in the 12 months prior to the leave, then you would be eligible for 12 weeks of unpaid FMLA/CFRA maternity/medical leave when you are unable to work [or must care for an immediate family member] because of a �serious health condition� that is properly confirmed and documented by your doctor, continuation of group health benefits, restoration to the same or an equivalent job upon return to work, with accrued benefits. The leave may be taken on reasonable intermittent basis if that need is properly documented by your medical provider.

If you are out longer than those guarantees, they can fire you.

Overriding those stated protections, just because you are on leave does not mean you can�t be terminated. You have no special exemption against lay offs due to business reasons. A company in downsizing can lay off a FMLA leave person, as long as they can show they aren�t targeting �because of the leave�. They are simply risking claims if they do.

If your company has a policy requiring they hold your job for you for a specific period of time while on disability, that is enforceable.

Upon termination from employment, you are entitled to COBRA conversion of your medical benefits [if any], allowing you to pay for and retain your insurance coverage.

Now, if they violated those rules, contact me for the legal help you'll need. I'll be happy to do so. I've been doing these cases for over 20 years.

In addition, you could appeal the denial of unemployment benefits, do so timely.

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Answered on 11/09/09, 3:07 pm


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