An FMLA Blind Spot for Employers to Watch.

This article focuses on the legal implications of the Family and Medical Leave Act (FMLA) as illustrated by a recent court case involving FedEx Freight and an employee caring for a spouse with a high-risk pregnancy. It explains that employees do not need to explicitly mention FMLA to trigger employer obligations once the employer is aware of qualifying circumstances, such as a spouse’s serious health condition requiring care. The court found that FedEx failed to properly recognize and accommodate the employee’s need for intermittent FMLA leave, leading to wrongful termination allegations. The article emphasizes the importance of training supervisors in industries with demanding schedules, like iron and steel manufacturing, to identify potential FMLA situations and involve human resources early to ensure compliance and avoid legal risks. [Extracted from the article]