Opinion ID: 149994
Heading Depth: 3
Heading Rank: 1

Heading: Interpretation of the FMLA Claim

Text: Congress promulgated the FMLA in 1993 to accommodate “the important societal interest in assisting families[] by establishing a minimum labor standard for leave.” Churchill v. Star Enters., 183 F.3d 184, 192 (3d Cir. 1999) (quoting S. Rep. No. 103-3 at 4, 1993 U.S.S.C.A.N. at 6-7). To protect that interest, the FMLA contains two distinct provisions. Callison v. City of Philadelphia, 430 F.3d 117, 119 (3d Cir. 2005). First, it makes it “unlawful for any employer to interfere with, restrain, or deny the exercise of or the attempt to exercise, any right provided under” the FMLA. 29 U.S.C. § 2615(a)(1). A except where a district court bases its denial of the motion on an application of law, in which case an appellate court’s review is plenary.” McKenna v. City of Philadelphia, 582 F.3d 447, 460 (3d Cir. 2009) (citation omitted). 2 Although the argument portion of Hayduk’s brief is separated into only two sections, it is clear to us that he in fact is advancing three distinct, albeit interrelated, issues. 5 claim arising under that provision is known as an “interference” claim. Callison, 430 F.3d at 119. Second, the FMLA makes it “unlawful for any employer to discharge or in any other manner discriminate against any individual for opposing any practice made unlawful” by the FMLA. 29 U.S.C. § 2615(a)(2). A claim under that provision is referred to as a “retaliation” or a “discrimination” claim. Callison, 430 F.3d at 119. In its summary judgment ruling, the District Court reviewed the types of relief available under the FMLA and, based on a decision by the same District Judge in a different case, concluded that “in the Third Circuit claims for wrongful termination under the FMLA must be treated as discrimination or retaliation claims.” Hayduk, 580 F. Supp. 2d at 458 n.18 (citation omitted). The District Court then considered Hayduk’s complaint and, noting his allegation that he had been unlawfully discharged, reiterated that “an action alleging termination for the exercise of rights granted by the FMLA is treated in the Third Circuit as a case of discrimination,” and therefore elected to analyze his “claim as one of discrimination rather than interference.” Id. at 471-72. After the District Court’s summary judgment ruling and the trial of this case, we clarified that an employee alleging a discharge in violation of the FMLA may proceed under both theories of recovery. See Erdman v. Nationwide Ins. Co., 582 F.3d 500, 509 (3d Cir. 2009) (holding that “firing an employee for a valid request for FMLA leave may constitute interference with the employee’s FMLA rights as well as retaliation against the employee” (footnote omitted)). In light of Erdman, we will assume for the sake of argument that Hayduk is correct that the District Court improperly restricted him to a single theory of recovery to 6 the extent his FMLA claim was predicated on his allegedly unlawful termination. That purported error is of no consequence here. The two theories of recovery available under the FMLA require proof of different elements. To prove an interference claim, a plaintiff must show “[(1)] that he was entitled to benefits under the FMLA and [(2)] that his employer illegitimately prevented him from obtaining those benefits.” Sarnowski v. Air Brooke Limousine, Inc., 510 F.3d 398, 401 (3d Cir. 2007). To prove a retaliation claim, a plaintiff must show that (1) he invoked his right to FMLA benefits, (2) he suffered an adverse employment decision, and (3) the adverse decision was causally related to his invocation of his rights. See Erdman, 582 F.3d at 509; Conoshenti v. Pub. Serv. Elec. & Gas Co., 364 F.3d 135, 146 (3d Cir. 2004). These differences notwithstanding, the first elements of both theories are essentially identical: a plaintiff pressing either theory must establish, among other things, that he had a right to FMLA benefits. To that end, the plaintiff must demonstrate that he gave his employer adequate notice of his need for FMLA leave. See 29 C.F.R. §§ 825.302-.303; see also Carter v. Ford Motor Co., 121 F.3d 1146, 1148 (8th Cir. 1997) (“FMLA regulations require employees to provide adequate notice to their employers of the need to take leave.” (citation omitted)). The viability of Hayduk’s FMLA claim, then, whether it was characterized as an interference claim or a retaliation claim, or both, hinged in part on whether he could prove that he provided notice to the Defendants that he intended to take or had taken FMLA leave. Put another way – and as Hayduk implicitly acknowledges in his brief, (see 7 Appellant’s Br. 21) – the only pivotal question is one of notice. Significantly, that question was put to the jury and the jury answered it in the negative. For the reasons discussed below, we perceive no reason to upset that finding. Accordingly, Hayduk has no warrant to complain and we decline to disturb the District Court’s judgment on this ground.