What is the name of your state? Minnesota
My partner was terminated from her position as a school counselor. She had been in her postion for eight years with no problems. She went out on FMLA this fall due to a health issue. Toward the end of her leave she requested that disability paperwork be submitted in case she could not return to work. This was submitted by the employer to the insurance company. At the same time we met with her principal and all parties agreed that she could return to work five hours a day for the month of December and then full-time in January. The day before her return she was contacted by phone by the principal saying that HR said she needed to retun to work full-time immedately or produce a "doctor's note". My partner the e-mailed HR every day to ask what type of documentation they needed. There was no response be e-mail, phone or mail. There was never any instruction whatsoever about what she needed to do to manage a medical leave and be in compliance with district policy. We sent many e-mails trying to get information about issues pertaining to a leave. Her principal was informed and had no problem with the leave or the flexible return. The first response in writing to her leave was the letter terminating her.
At the same time of this termination, she was notified that she would be eligible for long term disability. My questions are-
Does the termination have an impact on the disability approval?
Can an employer fire someone immediately after applying for disability?
Can an employer fire someone for not complying with a process that was never made clear or explicit?
Thank you for your consideration.
Fondej
My partner was terminated from her position as a school counselor. She had been in her postion for eight years with no problems. She went out on FMLA this fall due to a health issue. Toward the end of her leave she requested that disability paperwork be submitted in case she could not return to work. This was submitted by the employer to the insurance company. At the same time we met with her principal and all parties agreed that she could return to work five hours a day for the month of December and then full-time in January. The day before her return she was contacted by phone by the principal saying that HR said she needed to retun to work full-time immedately or produce a "doctor's note". My partner the e-mailed HR every day to ask what type of documentation they needed. There was no response be e-mail, phone or mail. There was never any instruction whatsoever about what she needed to do to manage a medical leave and be in compliance with district policy. We sent many e-mails trying to get information about issues pertaining to a leave. Her principal was informed and had no problem with the leave or the flexible return. The first response in writing to her leave was the letter terminating her.
At the same time of this termination, she was notified that she would be eligible for long term disability. My questions are-
Does the termination have an impact on the disability approval?
Can an employer fire someone immediately after applying for disability?
Can an employer fire someone for not complying with a process that was never made clear or explicit?
Thank you for your consideration.
Fondej