The decision to fire someone is hard enough without the added worry of possibly getting sued. To make things a bit easier, we present three of the trickiest situations where you might consider termination, and ideas on how to proceed: Be very careful before firing this person. You must treat her like other employees with short-term disabilities. If you allow disability leave to someone with, say, a broken ankle, you must offer it to the pregnant employee. Also, make sure she hasn't requested FMLA leave for a serious health condition related to the pregnancy. If you observe these precautions and the absences still go beyond the bounds of your policy, you can go ahead with termination.
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