The goals of this case study exercise are to help students form a comprehensive understanding of the employee’s FMLA rights. This particular case study presents a problem situation requiring critical thinking regarding, legal compliance, benefits administration, employee’s rights, and company policies. To prepare for this Discussion, read and analyze the case below: After exhausting her 12 weeks of FMLA leave for knee surgery, Amanda Rodgers was unable to return to work. She asked her employer for “light duty” accommodation to return to work at the end of her FMLA leave, but she was refused. Ms. Rodgers asked for an additional month of non-FMLA leave which was granted by the company under ADA. During her extended leave – according to pictures she posted on Facebook – Ms. Rodgers spent a day at a local theme park and went to the beach while visiting her family for three days in the Bahamas. On her first day back at work, Ms. Rodgers was confronted about the Facebook posts and abusing FMLA leave based on her Facebook “vacation” posts and terminated for FMLA fraud and abuse. The company asserted Ms. Rodgers violated their social media policies (i.e., no social policy existed that addressed this issue) and that posting vacation photos created an employee morale issue. She brought a suit against her company. With these thoughts in mind: Post by May 13, a 1- to 2-paragraph discussion addressing the following questions; Do you think what happened to Ms. Rodgers was unlawful? Why? Did Ms. Rodgers experience a violation of her FMLA rights? What are the protected characteristics of FMLA that may have been in violation? If the case is found in favor of Ms. Rodgers, what penalties may the company face for non-compliance?
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