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The Case Of Jeffrey Angstadt Vs. Staples Contract And Commercial, Inc.

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As I mentioned earlier not everyone is aware of what The Family and Medical Leave Act is, what the law is for, and how it can be or should be used when they should if the company where they work employs more than 50 people. By law employers are supposed to inform all employees about FMLA. In the case of Jeffrey Angstadt verses Staples Contract and Commercial, Inc. Angstadt was wrongfully fired because he did not know about the FMLA and could not balance his work responsibilities and taking care of his ill wife. In Columbia, South Carolina in September of 2010 and many months after, Jeffrey Angstadt, a furniture sales executive, told his employer which was Staples Contract and Commercial, Inc., a subsidiary of Staples, Inc., that he needed to …show more content…

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. The Department of Labor noticed that Angstadt was wrongfully fired and came to his rescue. This case is a perfect reason why I believe that The Family and Medical Leave Act (FMLA) do what it is intended to …show more content…

Most of the time, these types of surgeries are covered by the employees insurances company but these insurance companies do not always cover the entire bill or when they due they do not cover the stay in the hospital that the patient will need. In a situation like this that additional pay that the FMLA would provide, will help that person out with either hospital bill or everyday items such as food, toiletries, or even their phone bill. Similar to a stress free mother coming back to work, the employee that just underwent surgery will be not only glad to return but more will to stay at the company

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