Williams v. Shenango, Inc.

How courts have described this case

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

• holding that periodic denials of FMLA leave requests and limitations on which week the employee was allowed to take it presented a genuine issue of fact as to whether the employee's rights under FMLA were denied
• stating that the employer’s retroactive designation of leave as covered by the FMLA, after having engaged in conduct that “may have ‘chilled’ or otherwise discouraged [the plaintiff’s] assertion of FMLA rights” did not exempt the employer from an interference claim
• denying summary judgment to employer because a reasonable factfinder could find employer's articulated reasons for suspending and terminating employee to be pretexts for discrimination based on having taken FMLA leave
• employees need not expressly invoke the \FMLA\ and employers must inquire of the employee if additional information is desired
• employer’s motion for summary judgment denied where “[rjeasonable persons could conclude that the initial denial of leave and the suggestion of rescheduling leave may, in fact, constitute ‘interference with’ FMLA rights”

Source: CourtListener parenthetical corpus (CC0).