Opinion ID: 615269
Heading Depth: 1
Heading Rank: 2

Heading: HBC's Initial Approval of Twigg's Leave Request Through February 29, 2008

Text: On February 21, 2008, Amber Cotton, an assistant in HBC's HR department who helped with FMLA administration, prepared a memorandum addressing Twigg's FMLA request. The memorandum stated, Your request for FMLA leave has been reviewed and approved for the following dates: February 20-29, 2008. (Aplt.App. at 148.) Cotton testified in her deposition that she sent this memorandum to Twigg's home address via regular U.S. mail, but Twigg claims that she never received a copy of the memorandum. Twigg testified, however, that she called Cindy Ealey on February 25, 2008, to provide an update on her surgery and was informed that her FMLA leave had only been approved through February 29. Nita Long, HBC's former director of compensation and benefits and the individual in charge of HBC's FMLA program in 2008, was responsible for the decision to approve Twigg's FMLA leave for one week. Both Long and Cotton acknowledged that Dr. Lickteig's certification did not indicate the length of time that Twigg would need to be off work. Long testified that if Dr. Lickteig had provided a specific time frame, HBC would have been bound by the certification unless the company followed the procedures in the Code of Federal Regulations for seeking a second medical opinion. Because the doctor did not specify a time frame, however, Long made the decision based on her own prior experience with bunion surgery and the doctor's indication that Twigg could perform non-weight-bearing work. Long thought that the surgery and healing should take roughly one week and that the company could thereafter accommodate the restriction that Twigg not perform weight-bearing work. [1] Both Long and Cotton were questioned about whether they viewed Dr. Lickteig's certification as incomplete or inadequate because of the doctor's failure to provide a time frame that Twigg would need to be off work. Long responded that she did not view the certification as incomplete or inadequate since it contained the notation indicating that Twigg could perform only non-weight-bearing work, which Long interpreted to mean that Twigg should be able to work as long as we [were] able to keep [her] off [her] feet. (Aple. Supp. App. at 55.) Similarly, Cotton explained that it was her understanding that [i]ncomplete or inadequate medical certification would mean you are unable to make a decision based on information you have, which she did not believe to be the case with respect to Dr. Lickteig's certification. (Aplt.App. at 212.) Cotton also testified that when HBC finds a medical certification insufficient or in need of clarification, the company sends a notification to the employee highlighting any deficiencies and requesting additional documentation. HBC never notified Twigg that Dr. Lickteig's certification was incomplete or insufficient. Instead, because Long did not view the certification as inadequate, she approved Twigg's FMLA request for the time she thought necessary and expected that Twigg would provide additional information if she disagreed with Long's decision.