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The Wagner Law Group

The Wagner Law Group is a nationally recognized practice in the areas of ERISA and employee benefits, estate planning, employment, labor and human resources and  investment management.

 

 

Established in 1996, The Wagner Law Group is dedicated to the highest standards of integrity, excellence and thought leadership and is considered to be amongst the nation's premier ERISA and employee benefits law firms. The firm has six offices across the country, providing unparalleled legal advice to its clients, including large, small and nonprofit corporations as well as individuals and government entities worldwide. The Wagner Law Group's 28 attorneys, senior benefits consultant and three paralegals combine many years of experience in their fields of practice with a variety of backgrounds. Seven of the attorneys are AV-rated by Martindale-Hubbell and six are Fellows of the American College of Employee Benefits Counsel, an invitation-only organization of nationally recognized employee benefits lawyers.  Seven of the firm's attorneys have been named to the prestigious Super Lawyers list for 2016, which highlights outstanding lawyers based on a rigorous selection process.

 

 

 

Contact Info

The Wagner Law Group

 

  Integrity | Excellence

  

Boston 

Tel: (617) 357-5200 

Fax: (617) 357-5250 

99 Summer Street 

13th Floor

Boston, MA 02110

 

Washington, D.C.

Tel: (202) 969-2800

  Fax: (202) 969-2568

800 Connecticut Ave., N.W.

Suite 810

Washington, D.C. 20006

 


Palm Beach Gardens 

Tel: (561) 293-3590
Fax: (561) 293-3591
7108 Fairway Drive
Suite 125
Palm Beach Gardens, FL 33418

   

Tampa

Tel: (813) 603-2959

Fax: (813) 603-2961

101 East Kennedy Boulevard

Suite 2140
Tampa, FL  33602 

 

San Francisco

Tel: (415) 625-0002

Fax: (415) 358-8300

300 Montgomery Street

Suite 600

San Francisco, CA 94104

 

St. Louis

Tel: (314) 236-0065

Fax: (314) 236-5743
25 W. Moody Avenue
St. Louis, MO  63119

 

 

www.wagnerlawgroup.com

 

 

 

July 27, 2017

 

 Health and Welfare Law Alert

 

 

 

"Cat's Paw" Liability Theory Applies to FMLA Retaliation Claims  

 

 

 

The Sixth Circuit Court of Appeals, in Marshall v. The Rawlings Company LLC, has issued a ruling that confirms the "cat's paw" is a valid theory of liability for FMLA retaliation or interference claims.

 

Background. Under the cat's paw theory of liability, an employer may be liable when a supervisor who lacks bias is influenced by a biased subordinate to take a negative employment action against an employee. In this context, the cat's paw is the unbiased supervisor who is misled by the biased individual into taking adverse employment action against an employee who took FMLA leave. When an employer takes an adverse employment action that is in accord with the biased supervisor's recommendation, the employer can only escape liability if it shows that it conducted an independent investigation and determined that the adverse action was warranted.

 

An FMLA retaliation claim involves an employee who claims that as a result of taking protected FMLA leave, he or she has been subjected to a materially adverse employment action by the employer, such as a termination, demotion or decrease in salary.

 

An FMLA interference claim must have the following two elements: (1) the employer interfered, restrained, or denied the exercise of an employee's FMLA rights, and (2) the interference directly resulted in monetary loss to the employee.

 

Facts. An employee suffering with several mental health issues was forced to take FMLA leave to seek treatment for these conditions. When she returned to work, she was required to attend to a backlog of projects that had accrued during her leave. As she struggled to complete this backlog, she was demoted from "supervisor" to "analyst," a position she held when she began working for the company.

 

The decision to demote the employee was made by the division supervisor, who was influenced by the employee's direct supervisor. The direct supervisor had previously ridiculed the employee about her use of FMLA leave in front of her peers at a departmental meeting. In response, the employee reported the harassment to her division supervisor, who in turn reported the matter to the company's owner. The owner decided to terminate the employee under the belief that her allegation of FMLA harassment was false.

 

The employee sued her employer in federal court claiming, among other things, retaliation and interference under the FMLA. The district court granted the company's motion to dismiss the claim without a trial, and the employee appealed to the Sixth Circuit.

 

Sixth Circuit. In reversing the district court, the Sixth Circuit relied on the cat's paw theory of liability to determine that there was a genuine dispute about the employer's liability for the FMLA claims. According to the Sixth Circuit, the employee had submitted sufficient evidence to suggest that her division supervisor was a conduit for her direct supervisor which influenced the decision to demote her. This, in turn, influenced the company's owner to terminate the employee.

 

The Sixth Circuit next concluded that there was no evidence to suggest that the employer conducted a thorough, independent investigation before terminating the employee. Therefore, the court determined that the company could not escape liability and proceeded to remand the matter back to the lower court for further consideration.

 

 

  

 

 

 

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This Newsletter is provided for information purposes by The Wagner Law Group to clients and others who may be interested in the subject matter, and may not be relied upon as specific legal advice.  This material is not to be construed as legal advice or legal opinions on specific facts. Under the Rules of the Supreme Judicial Court of Massachusetts, this material may be considered advertising.