Quote Quoting hr for me
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Actually since he wasn't off for his own serious medical condition, they couldn't ask for fit for duty and while he had up to 2 weeks protected, that doesn't mean he HAD to take the two weeks. In the end FMLA usage is up to the employee....even if it was a block amount...if he was able to return after 3 days (had other care or no need for care for his wife), they shouldn't have forced him to stay away.
The employer has a right to schedule based on the 2 weeks that they were notified the EE would be out.

Quote Quoting NyTngirl
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Is there anything you would tell me that we should do that we aren't. We will go after them for fmla violation and ada discrimination. I don't know what the next steps are and what we are looking towards
Ge a lawyer ASAP for the FMLA violation (I don't see an ADA violation). File for the UI appeal. There is a time limit.