Opinion ID: 2824523
Heading Depth: 2
Heading Rank: 1

Heading: FMLA Entitlement Claim

Text: To prevail on her FMLA entitlement claim, Wages had to show that she was an eligible employee and that she gave adequate notice to her employer of her need for FMLA leave. StuartCo argues that Wages was not an eligible employee because she did not work for a full 12 months. It also disputes that Wages gave adequate notice. An “eligible employee” is “an employee who has been employed—(i) for at least 12 months by the employer with respect to whom leave is requested under section 2612 of this title; and (ii) for at least 1,250 hours of service with such employer during the previous 12-month period.” 29 U.S.C. § 2611(2)(A). The parties do not dispute Wages worked 1,250 hours for StuartCo. -7- The issue is whether Wages had been employed by StuartCo for at least 12 months. Uncontroverted evidence demonstrates that Wages was employed by StuartCo for 12 months. Wages began her employment on November 17, 2008. As a result, she needed to work until November 16, 2009, to satisfy the 12-month requirement. In a letter informing Wages of StuartCo’s decision to terminate her employment, StuartCo stated “[Wages’s] employment with StuartCo has been terminated. Our records will reflect today as [Wages’s] last day worked.” (emphasis added). The letter was dated Monday, November 16, 2009. Wages’s timecard for November 16 also shows that she worked on November 16. November 17 would have been the first day of Wages’s second year with StuartCo. Because she satisfied the 12-month requirement, Wages was an eligible employee as defined by the FMLA.1 Next, Wages needed to provide adequate notice to StuartCo. The notice must be “sufficient to make the employer aware that the employee needs FMLA-qualifying leave, and [the employee must inform the employer of] the anticipated timing and duration of the leave.” 29 C.F.R. § 825.302(c). FMLA regulations require an employee to provide notice 30 days before future leave if “practicable.” Id. § 825.302(a). An employee is required to inform her employer “as soon as practicable” if there is a change in circumstances or a medical emergency. Id. Section 825.302(b) defines the term “[a]s soon as practicable” to mean “as soon as both possible and practical, taking into account all of the facts and circumstances in the individual case.” When requesting FMLA leave: 1 We note that we need not decide whether non-FMLA leave can be used to “bridge the gap” between an employee’s termination date (or the date her non-FMLA leave commences) and her 12-month eligibility date, as the district court held. Rather, we find Wages was employed by StuartCo for the requisite 12 months. “We may affirm the judgment of the district court on any basis disclosed in the record, whether or not the district court agreed with or even addressed that ground.” Interstate Bakeries, 686 F.3d at 542 (quotation omitted). -8- [if] an employee seeks leave for the first time for a FMLA-qualifying reason, the employee need not expressly assert rights under the FMLA or even mention the FMLA. When an employee seeks leave due to a FMLA-qualifying reason, for which the employer has previously provided FMLA-protected leave, the employee must specifically reference the qualifying reason for leave or the need for FMLA leave. Id. § 825.302(c). StaurtCo argues that Wages failed to inform StuartCo of her need for leave. It asserts the doctor’s note was insufficient and Wages never said or did anything beyond submitting the doctor’s note. We disagree. The doctor’s note referenced the reason (her pregnancy) and the need for leave. See Phillips v. Mathews, 547 F.3d 905, 909 (8th Cir. 2008) (noting an employee does not need to invoke the FMLA by name to put the employer on notice of her need for FMLA leave). The doctor’s note also listed the restriction: no more than 20 hours of work per week. Further, our review of the record demonstrates Wages acted as soon as possible and practical. Wages submitted the doctor’s note to StuartCo on November 13, one day after receiving the note. Because Wages was an eligible employee and because she provided adequate notice to StuartCo, we affirm the district court’s grant of summary judgment in favor of Wages on her FMLA entitlement claim.