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Anisa Case Study

203 Words1 Pages
Anisa is a pleasant candidate who is looking to find a role that can offer her longevity and stability. She has many years of experience working within the medical field.

Her most recent role was at Strand Diagnostics as a Billing Specialist. She was responsible for sending out checks, correcting coding errors, and scanning EOB’s. She enjoyed the role and her responsibilities, but felt it wasn’t the right company for her.

Prior to that, she worked for St. Vincent Health as a Billing Specialist. In this role, she worked with workers comp claims, appeals, denials, posted payments, and worked special projects. She was sad to leave this role when she had a medical emergency come up. She hadn’t been there long enough for FMLA and felt it was
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Moreover, it discovered that she visited the clinic on three occasions during her leave and took clinic supplies home after each visit. Because her conduct violated its code of conduct, the clinic decided to terminate her employment after conducting an investigation. Additionally, there was no evidence that the clinic knowingly tolerated similar conduct by other employees. The court agreed with the clinic, stating that Bloom shouldn't be "shielded" from the consequences for her misconduct simply because she was on FMLA leave.

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Flik Int'l Corp. the plaintiff, a former employee, claimed that the defendant, former employer, never informed her of the location change for her job. Sabatino v. Flik Int'l Corp. 286 F. Supp, 2d 327 (S.D.N.Y 2003).The new position located in Rye Brook, New York, was located "less than ten miles" from her previous position, in Tarrytown, New York. Id. at 337. However, the court held that the plaintiff exceeded the allotted time given for maternity leave and failed to present any triable issues of fact, therefore defendant’s summary judgment motion on the FMLA violation of failure to reinstate is granted. Id. at

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Jeffrey Angstadt met all of the legal requirements to request FMLA and had every right to get the settlement that he did. He started working for Staples in March of 2007, it was not until September of 2010 that he informed his employer that his wife was extremely sick and need time off. At this point is when Angstadt should have been informed by his manager about FMLA and the proper steps to take in order to protect his job because he have been working at Staple already for 3 years, Staples employees well over 50 people, and his wife was medically verified as seriously ill. In addition to that, Angstadt worked for Staples for another two years before he was fired. As a whole Staples, Inc. and Staples Contract and Commercial, Inc. broke the law for not telling employees about FMLA once they was hired and also not having at least one poster about the act anywhere in the workplace.

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