Bank properly terminates misbehaving employee despite FMLA leave, 6th Circuit holds

In 2017, a series of personal adversities, including probation for an incident with a gun and an ex-girlfriend, cocaine use, and a DUI arrest, ultimately culminated in a stroke for Mark Snyder, a financial director for U.S. Bank. When he returned in 2018 for his FMLA leave following his stroke, he suffered from residual physical and behavioral conditions, such as depression, agitation, and anxiety. Employees began to complain to management about his combative and confrontational behavior. After an investigation, the Bank told Snyder that further issues could result in other disciplinary actions, including termination of employment.

On June 4, 2018, Snyder had yet another confrontation with his supervisor, Johnnie Carrol, and his assistant Marcia Kleinhenz. As a result, Carroll emailed HR, explaining that Snyder's behavior "is consistent with his issues of attempting to intimidate people" and "I no longer think [Snyder's] situation is redeemable and feel I need to act." Carroll made the decision to terminate Snyder's employment that evening.

That same night, Snyder suffered a nervous breakdown and was hospitalized. The following day, he requested FMLA leave, which the Bank granted. A couple weeks later, however, Carroll and HR contacted Snyder to inform him that Bank was terminating his employment effective at the end of his FMLA leave.

The 6th Circuit had little difficulty affirming the dismissal of Snyder's FMLA claims.

• On his FMLA interference claim, the Court concluded that the June 4 confrontation was the "point of no return" for Carroll, and that he made the decision to terminated Snyder before learning of his nervous breakdown and hospitalization later that night.

• On his FMLA retaliation claim, the Court disagreed that evidence that Snyder had been a good employee before he took FMLA leave for his stroke supported a theory that the Bank schemed to push him out of the company after he took his that initial FMLA leave. To the contrary, the Court held, "Snyder cites no evidence supporting his theory that it was the FMLA leave, not the numerous complaints into his behavior, that was the reason for his termination, and "the only evidence he has supporting his theory is timing, which by itself is insufficient."

Many employers have a paralyzing fear of terminating an employee who has engaged in protected conduct, no matter the circumstances. Snyder demonstrates that this can be unfounded. The potential of a lawsuit certainly ups the ante when terminating an employee who has, for example, taken or requested FMLA leave. Yet, in the right circumstances and for the right reasons, employers do not need to live in fear of firing a deserving employee, provided that they have a legitimate reason, have taken the right steps, and have the proper documentation.

WIRTW #652: the “caroling” edition

I love a good Christmas song. The problem is that too many of them are just not very good. Today, I'm adding one to your holiday music playlist that is sure to stick with you like the best kind of earworm.

I Don't Know What Christmas Is (But Christmastime Is Here) is from The Guardians of the Galaxy Holiday Special (streaming on Disney+). The fact that it's performed by my friends and favorite band, Old 97's, is irrelevant to just how much a banger of Christmas tune this is. If you've seen the special, you've also seen the band; they're the alien band performing their songs on screen.

Here's guitarist Ken Bethea reflecting to D Magazine about the coolest part of the experience of filming the special at Marvel's studios outside of Atlanta:

The coolest part was at the end, when the props designer led us into his office and showed us Captain America's shield, Thor's hammer, Doctor Strange's necklace, and Black Widow's batons. I asked if I could hold them and he said, "Absolutely." So I picked up—dare I say wielded—the shield and hammer, which together weighed about 80 pounds. For one shining moment, I could feel the envy of a billion Marvel fans. 

And here's what Director James Gunn told The Hollywood Reporter about working with his favorite band:

These guys are the greatest guys in the world, but they had to be in hell because people complain so much about that makeup when they're in it. But they never once complained. They were singing and playing their instruments for eight hours, and they just kept going and going and going, cut after cut. So they were amazing. They're just the greatest guys, not to mention the greatest music. So I hope this turns a lot more people on to the Old 97's.

I couldn't agree with James Gunn more.

Here's what I read this past week that you should be reading, too.

VOTE for the Worst Employer of 2022

It's the most wonderful time of the year. I've made my list. I've checked it twice. Now it's time to find out who's naughtiest and not very nice. It's voting time for The Worst Employer of 2022.

I've culled my list of 14 nominees down to the worst 7 as finalists. This year I'm using Ranked Choice Voting to find a winner.  

How does Ranked Choice Voting work?

Paper plant settles case of egregious racial harassment with EEOC for $385,000

Packaging Corporation of America has agreed to pay the EEOC $385,000 to settle the racial harassment claims of two African American employees. 

The allegations are egregious (per the EEOC's news release).

Is God anti-union?

Thomas Ross, a security officer employed by Allied Universal in San Francisco, has filed a discrimination charge with the EEOC against Service Employees International Union officials and his employer for forcing him to join and financially support the union after he told both that his religious beliefs forbid union support.

Under the National Labor Relations Act, an employee can be forced to join a labor union and pay union dues whether or not he or she supports that union or any union. If, however, the employee happens to work in one of the 27 states with right to work laws, he or she cannot be forced to join or pay. California is not one of those states. Thus, Ross claims that his employer and the SEIU should have reasonably accommodated his sincerely held religious belief that union membership violates his Christian beliefs.

There’s nothing wrong about wanting not to have fun at work

A French employee, fired for refusing to participate in after-work drinks and other "team building" activities, has won the legal right "not to be fun" at work.

The man, named in his lawsuit only as "Mr. T," was fired for "professional incompetence" — specifically his refusal to adhere to the company's "fun" values. According to the Court of Cassation (France's highest court), the company's "fun" values included regular obligatory social events that included "excessive alcoholism encouraged by colleagues who made very large quantities of alcohol available," plus "practices pushed by colleagues involving promiscuity, bullying, and incitement to various excesses."

WIRTW #651: the “thankful” edition

As we head into the Thanksgiving holiday, I thought I'd take a moment to say a few thank-yous, as I have a lot for which to be thankful.

🙏 Thank you to all of my readers, followers, and commenters, here and on LinkedIn and Twitter (for as long as Twitter remains a thing). We might not always agree, but if we did it would be crazy boring. 

🙏 Thank you to all of the bad employers, who continue to act before they think (or don't think at all) and provide me content for all of my posts.

🙏 Thank you to my law firm, which supports my online fancies. They hired me to run our labor and employment practice, and didn't bat an eye when I expressed an intent to spread my wings into craft beer law. 

🙏 Thank you to all of the organizations that invited me to speak in 2022, and a special shoutout to Business Management Daily, which hosts my monthly column and for which I'll be speaking monthly next year. Also, if you want to toast a beer with me, look for me at the Ohio Craft Brewers Conference in Cleveland from 1/30 – 2/1, and at the national Craft Brewers Conference in Nashville from 5/7 – 5/10.

🙏 Thank you to my family, who continue to support my career.

🙏 Thank you to my daughter, Norah, who still wants to create a podcast with her dad. As for our podcast, our newest episode addresses all things Thanksgiving, or at least all things Thanksgiving that matter, including food, food, food, parades, football, family, and food. You can listen on Apple Podcasts, Spotify, Google Podcasts, Amazon Music, Overcast, Stitcher, our website, or anywhere else you get your podcasts.

Here's what I read this past week that you should be reading, too.