Article 711 of 8292 articles posted under "Attendance Policy"


Name: Longducdong
Employed as: Conductor, for 1-10 years
Posted: 10 January 2018

To whom it may concern

In FMLA discrimination cases, which most courts have generally
evaluated under the McDonnell Douglas-Burdine burden-shifting analysis
applied in cases brought under Title VII of the Civil Rights Act of
1964, the burden of proof is ultimately on the employer. They must
demonstrate that the employee would have been terminated or laid off
despite having taken an FMLA-qualified leave.

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