Source: https://law.justia.com/cases/federal/appellate-courts/F3/119/363/486722/
Timestamp: 2019-12-16 01:56:23
Document Index: 499114294

Matched Legal Cases: ['§ 2612', '§ 825', '§ 825', '§ 2612', '§ 825', '§ 825']

Frances C. Hopson, Plaintiff-appellant, v. Quitman County Hospital and Nursing Home, Inc. Defendant-appellee, 119 F.3d 363 (5th Cir. 1997) :: Justia
Justia › US Law › Case Law › Federal Courts › Courts of Appeals › Fifth Circuit › 1997 › Frances C. Hopson, Plaintiff-appellant, v. Quitman County Hospital and Nursing Home, Inc. Defendant-...
Frances C. Hopson, Plaintiff-appellant, v. Quitman County Hospital and Nursing Home, Inc. Defendant-appellee, 119 F.3d 363 (5th Cir. 1997)
US Court of Appeals for the Fifth Circuit - 119 F.3d 363 (5th Cir. 1997) Aug. 18, 1997
In its Memorandum Opinion, the district court began its analysis of Hopson's FMLA claim by observing that the FMLA provides for twelve weeks of unpaid medical leave, but that the employee must give the employer sufficient notice, thirty days at least, if possible, "so as not to disrupt unduly the operations of the employer." 29 U.S.C. § 2612(e) (2). Although 29 C.F.R. § 825.302(b) states one or two days is sufficient notice where it is not possible to give 30 days notice, 29 C.F.R. § 825.302(e) requires the employee "ordinarily" to consult with the employer to work out a time which "best suits the needs of both the employer and the employee." Noting that Hopson's advancement of her procedure was not medically related and certainly not a medical emergency, the district court determined that the hospital was under no duty to waive the 30 day requirement and undertake extraordinary measures to make the requested leave time available to Hopson. While remarking that it was regrettable that the hospital administration could not accommodate this employee, the district court found that a health care provider such as the hospital owes its first priority to its patients, which requires having a full competent staff at the facility at all times. Therefore, the district court concluded, "On a non-emergency medical procedure, it does not seem unreasonable for the hospital to require plaintiff to adhere to her original requested and granted leave time." Accordingly, the district court granted summary judgment for the defendant on Hopson's FMLA claim.
Hopson appealed contending the district court was in error in granting the hospital's motion for summary judgment with respect to (1) Hopson's claim of a violation of FMLA and; (2) Hopson's claim of a violation of the employment handbook under Mississippi law. We review a district court's award of summary judgment under the same standard that the district court applied to determine whether summary judgment was appropriate. Cicciarella v. Amica Mut. Ins. Co., 66 F.3d 764, 767 (5th Cir. 1995). Summary judgment is appropriate if the record discloses "that there is no genuine issue as to any material fact and that the moving party is entitled to a judgment as a matter of law." Fed. R. Civ. P. 56(c). Therefore, the summary judgment will be affirmed only if we are "convinced, after an independent review of the record, that there is 'no genuine issue as to any material fact' and that the 'movant is entitled to judgment as a matter of law' ". Cicciarella, F.3d at 767 (quoting Herrera v. Millsap, 862 F.2d 1157, 1159 (5th Cir. 1989)).
The FMLA provides eligible employees up to twelve weeks of unpaid leave each year for "a serious health condition that makes the employee unable to perform the functions of the position of such employee." 29 U.S.C. § 2612(a) (1) (D). Having granted Hopson's initial request for leave, the hospital does not dispute that Hopson's surgery was for a "serious health condition." When the necessity for leave is foreseeable based on planned medical treatment the Act requires that the employee:
29 U.S.C. 2612(e) (2). The final regulations promulgated by the Secretary of Labor2 provide further guidance on the requirement of notice under the FMLA.
29 C.F.R. § 825.302(a)-(b). Though reduced notice is available when there has been a change in circumstances, " [e]mployees are ordinarily expected to consult with their employers prior to the scheduling of treatment in order to work out a treatment schedule which best suits the needs of both the employer and the employee." 29 C.F.R. § 825.302(e).
While acknowledging the FMLA's requirement of notice as amplified by the regulations, the district court's holding that it was not unreasonable for the hospital to hold Hopson to her original requested leave subsumed questions of fact better left for the jury. Although it can be difficult to distinguish between questions of law and questions of fact, in a case where the court is asked to apply the standards of a relatively recent statute to undisputed facts, it is our opinion that the adequacy of Hopson's notice is a fact issue. In Manuel v. Westlake Polymers Corp., 66 F.3d 758, 764 (5th Cir. 1995), we discussed the content of notice required under the FMLA when leave is unforeseeable. In that case we observed that " [w]hat is practicable, both in terms of the timing of the notice and its content, will depend upon the facts and circumstances of each individual case. The critical question is whether the information imparted to the employer is sufficient to reasonably apprise it of the employee's request to take time off for a serious health condition." Id. Though the present case involves foreseeable leave, the nature of the inquiry into notice will be the same. What constitutes a "change in circumstances," whether a plaintiff's notice is given "as soon as practicable", and whether the employee has made a reasonable effort to schedule her treatment so as not to disrupt unduly the operations of the employer requires an inquiry into the particular facts and circumstances of each case. Such determinations are questions of fact and are better left to the jury with its traditional function of assessing human behavior and expectations. Accordingly, the district court erred in not allowing the jury to determine the fact issues of (1) whether Hopson's change in insurance coverage constituted a "change in circumstances," and if so, (2) whether Hopson gave notice to the hospital as "soon as practicable," and (3) whether Hopson made a reasonable effort to schedule her surgery so as not to disrupt unduly the operations of the hospital.