Opinion ID: 1042298
Heading Depth: 2
Heading Rank: 4

Heading: Initiating Leave

Text: On March 19, Ion contacted Tina Taylor, an EAP counselor at Chevron. Ion claims that Taylor told him they could “pull [him] from the workplace and send [him] to a license[d] professional counselor for evaluation.” Taylor added, “Your situation is exactly what this program is for. We’ve got a program for you. FMLA leave might be available.” Taylor then scheduled an appointment for Ion with Dr. Ronald Berman, a licensed professional counselor in Mobile, Alabama. Ion reports that Taylor assured him that the sessions would be confidential and that he did not “have to sign a general medical release.” According to Ion, she also told him “to call in sick every day, and she would start the paperwork.” Ion met with Dr. Berman “on March 19 or 20, 2009.” On March 23, the day Ion was scheduled to return to work, Dr. Berman signed FMLA form 380, “Certification of Health Care Provider,” certifying that Ion was suffering from 6 Ion’s eventual termination letter noted that, after leaving the meeting to collect his personal items, Ion also took “Chevron company equipment (laptop, blackberry, Chevron credit cards, etc.)” home with him. In her deposition, HR Business Partner Johnette Watson clarified that this was included to ensure that Chevron “got those items back.” She also said that it was “strange” for Ion to have taken that equipment, although Ogborn had previously suggested to Ion that he take his computer home to make up for his unavailability on weekends. 6 Case: 12-60682 Document: 00512388400 Page: 7 Date Filed: 09/26/2013 No. 12-60682 a serious health condition as defined by the FMLA. According to the form, Ion was incapacitated and unable to perform work of any kind. Berman listed the medical facts supporting certification as “too much stress—can’t focus on his job—single parent.” He reported the anticipated end date of the incapacitation as “undetermined.” He also indicated that Ion would need “therapy and eval[uation] for medication” and that Ion required an estimated twenty “additional treatments.” The form was faxed to Chevron on March 23 at 4:03 p.m., although it was not stamped “received” by Chevron until March 24. On March 23, Ion called Ogborn to report that he was sick and under the care of an EAP counselor. Ogborn told Ion to report the absence to Chevron’s nurses’ station. In a “note to file” written on the 23rd, Ogborn wrote that “[Ion] called in sick at 6:09 am this morning” and thus did not attend a meeting to discuss the PIP/AIP with Ogborn, Dressler, Kerns, and HR Business Partner Johnette Watson.7 Ion alleged that he called in sick in accordance with Taylor’s instructions that he should “call in sick every day until all this goes through.” On March 24, Ion again called in sick. He also informed Ogborn that he was working on paperwork for some kind of short-term disability, as Ogborn’s “note to file” from that day confirms. Ogborn again asked him to report the absence to the nurses’ station. Ogborn also called Watson, who recommended sending an e-mail to the clinic asking them to keep him informed “as to when [Ion] will be back to work.” Ogborn followed Watson’s recommendation and e-mailed the clinic, asking them to “keep [him] informed as to [Ion’s] status and when [he could] expect [Ion] back.” He copied Watson and Chris Melcher, the refinery’s General 7 The record does not address when this meeting was originally scheduled, nor does it indicate whether Ion was made aware of it. 7 Case: 12-60682 Document: 00512388400 Page: 8 Date Filed: 09/26/2013 No. 12-60682 Manager,8 on the e-mail. Melcher responded: It looks like Mr. Ion is playing games with us after his suspension. I assume the “paperwork for short-term disability” comment means that he is looking for a doctor to give him some FMLA-qualified time off. What are our options moving forward?