What consequences can a corporation have for not abiding by FMLA law?
106926
You can sue them. contact the EEOC. Their numbers and contact info are at this site http://www.eeoc.gov/
434903
sounds like homework.  I've never heard of an employer being forced to allow an employee to resign by law.  Now if you mean were you don't show up to work for X days without calling in and your employer considers it a resignation that's a bit different.  Again it's not really law, but a policy issue.  Also most states are at will and thus no reason must be given to have an employee leave.
338368
In Michigan we have at will employees, companys can fire you for no reason at all. Only thing that can stop that is a union contract.  However that gets abused and many an employee that should be fired isn't becuse of the contract.
431808
What you just said would be good enough reason. If there are unsafe work condition, then that gives the potential for people to get hurt. That is a lawsuit waiting to happen. How bad are the work conditions? If I were I would take it up with the Better Business Bureau if it is serious enough..but if you have already quit, I don't understand why you need another reason?
513826
speak to a lawer dealing with employmeny issues, if he has a sicknote covering him and he was fired for that then there is a case, what the company may do is say that he was fired for another reason
603213
As long as her absences are for legitimate reasons associated with her diabetes, there should not be a problem yet the employer walking a fine line to discrimination.  They have a right to ask for supporting documentation to support that the absence was due to her illness (doctors appointments, treatment, Dr. recommended rest/time off), as long as they are consistent with their treatment of their employees.  Is it standard practice for this employer to analyze ALL employees on a FMLA?  If so, there is nothing your friend can do put keep good records/documentation.  \n\nIf your friend feels she is being singled out and harassed and treated differently from other co-workers, plus the practice of reevaluating the approved FMLA is not standard practice for the company - she might want to seek legal advice.  Another option is for her to tell her employer to go F-themselves and to look for an employer that treats her with more respect.
971884
yes if it is a problem for them, they can do that. look at your companies policy first to see if they can punish you or not, it should vary from company to company
60077
I believe that you may have a lawsuit for hostile work environment.  You should consult a lawyer.  But remember that this could mean that you would get fired, and then have to create a wrongful termination suit. Most of the time employers get away with it.  Especially if they are an "at will" employer.  Check your employee handbook to see if they are, because they can fire you for no cause.
438721
Assuming the information is true, unless the individual who does not work for the company was a party to a confidentiality agreement, there is no legal recourse.  If s/he has breached a confidentiality agreement, you can bring suit against her/him for that breach.
449140
Yes, a company is responsible in most cases when you are laid off. They are obligated to pay your unemployment. If you were hurt on the job, they are responsible for Workman's comp.
679498
laws?  No.  but a company might not want to hire you if your injury is subject to re-injury.
1136378
Technically yes, but I don't know about your case.  It will depend on the disability insurance contract your employer has with its insurannce provider.  In most cases, the benefit is "integrated" with any other income the insuree is receiving.  Integrating means that dollar for dollar, any income you receive reduces your disability payment.  Income can include PTO, sick leave, holiday pay, other insurance payments like Workmen's Comp.\n\nBasically, let's say your disability pays you $400 a week, and you get $300 a week from Workmen's Comp.  Your disability benefit for that week will be $100 (before tax). That's how "integrating" works.\n\nSource:  I'm on medical leave, and my company's insurance contract specifies that I had to use all my available PTO pay and the disability insurance company integrated that, so for my first 3.5 weeks, I didn't get a penny from the insurance company.  Only after I had exhausted my PTO and had no income did I begin to receive full disability benefit payments.\n\nP.S.  If your injury or illness is expected to require a prolonged absence from work, or a reduced work schedule etc, then you should inquire to your HR about FMLA leave. (Family Medical Leave Act).\n\nFMLA provides protection for the worker on medical or family leave.  You probably need to check out your status. Start by asking your Human Resources rep, or your employer if there is no HR dept.\n\nHere are a few links to FMLA and labor sites you may find helpful.\n\nhttp://www.dol.gov/elaws/esa/fmla/s1.asp\n(this is the federal FMLA website)\n\nhttp://www.laborlawtalk.com/forumdisplay.php?f=15\n(LaborLawTalk.com is an excellent forum for any labor\nquestions/issues.)\n\nAlso check with your state agencies.
689064
Post above is correct.  FMLA requires an employer to give a cumulative total of 12 weeks in any rolling one year period.  You can get a personal medical leave for beyond 12 weeks (not due to bereavement or caring for a family member but only for your own medical issue), but your job is no longer protected under law.
127518
The Family and Medical Leave Act of 1993 provides for up to 12 weeks of job-protected but unpaid leave for situations including an employee with a "serious health condition".  I don't know if rehab would fall under that definition, but it certainly could.  That doesn't mean your employer would automatically force you to take unpaid leave, but that if you qualify they are required to hold your job for that length of time.\n\nHere's a link from the Department Of Labor with more informaiton about FMLA:
374120
Even for "at will" employers, they cannot terminate an employee for an illegal reason. So if you have evidence that your termination was illegal, then I would seek the advice of an employment lawyer.
246150
you cannot force an employee to sign against their will.  if they chose not to sign then they probably had problems as an employee prior and maybe theyre not meant for that company.  I'd remind them that the eval is areas of improvement and that everyone could improve in some way.  if they chose not to sign still then just notate it on their employee file with time/date and turn it over to HR to handle.
1187691
There is no restriction to what you do while on FMLA leave, but be careful and be honest. If you really need the leave and it's approved, take it, but try not to do anything that could be misunderstood. They could follow you or run into you somewhere and think you are using the time to get your errands done. Try to just stay home if possible and go to the store after your working shift is over. You seem quite honest but some people are not, and they spoil it for those who are, so everyone has to be careful.