On January 15, 2013, a federal court in Connecticut held that an employee who was fired for excessive absences based upon taking off several days to care for his wife following her hip replacement surgery and their son who was ill, suffered unlawful retaliation under the Family and Medical Leave Act (FMLA). Notably, the employee never asked for FMLA leave. However, the court in McNamara v. Trinity College held that where an employer is on notice of an employee’s request for time off, and such time could potentially qualify as FMLA leave, then the employer may not terminate the employee for taking such leave. Of course, if the employer is unaware of the reasons for taking time off, then it would be difficult for an employee to prove that he or she was fired for taking FMLA leave.
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