EEOC v. Cassidy Turley Commercial Real Estate Services, Inc., trading as, Cushman & Wakefield (2017)
Early 2017, Cushman & Wakefield, a real estate company fired an employee due to a serious illness. Toi Patterson is a female employee who worked for Cushman & Wakefield for approximately nine years. She started working as an administrative assistant and was soon promoted to a senior administrator. Patterson requested intermittent leave under the Family Medical Leave Act (FMLA) to pursue the treatment of her illness, breast cancer. FMLA grates employees that have been employees for a full year are able to take up to three months of unpaid leave to care for oneself or a directly related family member. After the first intermittent leave, Patterson’s supervisor advised her to inform the managers when she was going to be absent or late for work. After talking with her supervisor, Patterson requested continuous leave under the Family Medical Leave Act in fear that her supervisor would not agree to continue the intermittent leave. Patterson requested to return to work after the leave as a part-time employee with reasonable accommodations for her disability to complete the work assignments. Patterson also had a …show more content…
She had established a relationship with the company’s superiors because of her recent promotion as soon as she was hired on. As an employer, Cushman & Wakefield appreciated Patterson’s commitment to the company by keeping her employed for nine years. When Patterson requested the intermittent leave the supervisors probably felt, they were losing their best employee and that the leave would cause undue hardship to the company. When Patterson requested the continuous leave the supervisors probably did not have another employee to fulfil Patterson’s job requirements. There are many scenarios for this case that could have been behind the reasoning for terminating Patterson from the employer’s point of
Early 2017, Cushman & Wakefield, a real estate company fired an employee due to a serious illness. Toi Patterson is a female employee who worked for Cushman & Wakefield for approximately nine years. She started working as an administrative assistant and was soon promoted to a senior administrator. Patterson requested intermittent leave under the Family Medical Leave Act (FMLA) to pursue the treatment of her illness, breast cancer. FMLA grates employees that have been employees for a full year are able to take up to three months of unpaid leave to care for oneself or a directly related family member. After the first intermittent leave, Patterson’s supervisor advised her to inform the managers when she was going to be absent or late for work. After talking with her supervisor, Patterson requested continuous leave under the Family Medical Leave Act in fear that her supervisor would not agree to continue the intermittent leave. Patterson requested to return to work after the leave as a part-time employee with reasonable accommodations for her disability to complete the work assignments. Patterson also had a …show more content…
She had established a relationship with the company’s superiors because of her recent promotion as soon as she was hired on. As an employer, Cushman & Wakefield appreciated Patterson’s commitment to the company by keeping her employed for nine years. When Patterson requested the intermittent leave the supervisors probably felt, they were losing their best employee and that the leave would cause undue hardship to the company. When Patterson requested the continuous leave the supervisors probably did not have another employee to fulfil Patterson’s job requirements. There are many scenarios for this case that could have been behind the reasoning for terminating Patterson from the employer’s point of