I read this case over the weekend about an employee who, while on maternity leave under the Family and Medical Leave Act, was required to work remotely during her leave. The employee was paid for the work she performed during her leave.
As is the case with the FMLA posts on this blog, the employee was later terminated following her return from maternity leave.
When the employee later sued for FMLA interference, the lower court dismissed her claims, by concluding that, because the employee was paid during her maternity leave, she incurred no legal damages.
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