If you had told her from the beginning she was on FMLA, and she exceeded the time, you would have had the right to fire her. Similarly, if you had given her proper notice re premiums, you could have fired her. The fact that you didn't puts you in a precarious situation. I suggest you hire a local attorney to look at the entire situation and advise you. I also suggest that you work on integrating your systems and records, so this doesn't happen again.
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