Online Community

ASA Central

A dynamic online community for ASA members to exchange ideas and best practices, and connect with industry peers in their sector. Visit the site ›
Find Goods & Services

ASA Marketplace

This powerful online resource enables staffing companies to find and access industry supplier information, products and services. Visit the site ›
Daily Publication

Staffing Today Newsletter

Your #1 daily source for news about the workforce industry. With versions available to members and nonmembers. Visit the site ›
Health Care Reform

Affordable Care Act Resources for Staffing

Up-to-date news, resources, interactive tools, and more—all focused on helping ASA members comply with the ACA. Visit the site ›
Advertisers & Exhibitors

Staffing Industry Suppliers

ASA has numerous and diverse marketing opportunities available to help you reach the rapidly growing staffing industry. Visit the site ›
Exclusive Products

ASA Store

From certification packages and study guides to marketing tools and data reports, ASA resources add value to your business. Visit the site ›

Court: Worker Can Sue Supervisor as Individual in Medical Leave Claim

Mondaq (03/12/12) Peter L. Frattarelli

A ruling by the Third Circuit Court of Appeals for the Delaware Valley adds the federal Family and Medical Leave Act to the list of employment laws for which supervisors and managers can be held individually liable, meaning that they can face lawsuits from employees dissatisfied with how their FMLA requests have been handled. In Haybarger v. Lawrence County Adult Probation and Parole, an employee sued her employer and her supervisor for allegedly terminating her in retaliation for work that was missed for medical reasons. While the trial court dismissed the claim against her supervisor because she only has the ability to recommend termination, the appeals court broadened the FMLA definition of “employer” to include individuals that have supervisory authority over the employee making the complaint and that are wholly or partly responsible for the alleged violation. It remains to be seen whether the U.S. Supreme Court will make a decision on the matter, but in the meantime, experts stress that employers ensure supervisors and managers receive sufficient training in handling FMLA requests.