Seventh Circuit· 4/10/2000

Julie A. Rager v. Dade Behring, Inc.

Citations

210 F.3d 776
5 Wage & Hour Cas.2d (BNA) 1833
2000 U.S. App. LEXIS 6452
78 Empl. Prac. Dec. (CCH) 40,106
2000 WL 361697

How courts have described this case

Verbatim parenthetical descriptions written by other courts when citing this decision. Ranked by citation-network relevance.

concluding that an employee’s termination was appropriate because any absence beyond the deadline for turning in medical certification was not an entitled absence under the FMLA
concluding that an employee’s termination was appropriate because any absence beyond the deadline for turning in medical certification was not an entitled absence under the FMLA
explaining that an employer may require certification, but if the health condition was “unforeseeable,” the employee must have “at least 15 calendar days in which to submit it”
“[An] employer is required to notify the employee promptly and in writing of the 15-day deadline”

Source: CourtListener parenthetical corpus (CC0).

Judges: Posner, Coffey, Manion

Read full opinion on CourtListener

Cited by

30 cases in this archive cite this case; the 20 most cited are listed.

Cites

7 cases in this archive are cited by this case.

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