Opinion ID: 774361
Heading Depth: 2
Heading Rank: 3

Heading: America West's Additional Arguments

Text: 58 America West nonetheless contends that Bachelder's termination could not have been for her exercise of FMLA rights in 1996 because . . . both she and [America West ] believed she had exhausted all of her FMLA leave. Whether either America West or Bachelder believed at the time that her February 1996 absences were protected by the FMLA is immaterial, however, because the company's liability does not depend on its subjective belief concerning whether the leave was protected. 59 First, the employer's good faith or lack of knowledge that its conduct violated the Act is, as a general matter, pertinent only to the question of damages under the FMLA, not to liability. An employer who violates the Act is liable for damages equal to the amount of any lost wages and other employmentrelated compensation, as well as any actual damages sustained as a result of the violation, such as the cost of providing care, and interest thereon. 29 U.S.C. §§ 2617(a)(1)(A). The employer is also liable for liquidated damages equal to the amount of actual damages and interest, unless it can prove that it undertook in good faith the conduct that violated the Act and that it had reasonable grounds for believing that [its action] was not a violation of the Act. 29 U.S.C. §§ 2617 (a)(1)(A)(iii). Under such circumstances, it is within the district court's discretion to limit damages to only the amount of actual damages and interest thereon. Id. An employer who acts in good faith and without knowledge that its conduct violated the Act, therefore, is still liable for actual damages regardless of its intent. 19 60 Second, it is the employer's responsibility, not the employee's, to determine whether a leave request is likely to be covered by the Act. Employees must notify their employers in advance when they plan to take foreseeable leave for reasons covered by the Act, see 29 U.S.C. §§ 2612(e), and as soon as practicable when absences are not foreseeable. See 29 C.F.R. §§ 825.303(a). Employees need only notify their employers that they will be absent under circumstances which indicate that the FMLA might apply: 61 The employee need not expressly assert rights under the FMLA or even mention the FMLA, but may only state that leave is needed [for a qualifying reason]. The employer should inquire further of the employee if it is necessary to have more information about whether FMLA leave is being sought by the employee, and obtain the necessary details of the leave to be taken. In the case of medical conditions, the employer may find it necessary to inquire further to determine if the leave is because of a serious health condition and may request medical certification to support the need for such leave. 62 29 C.F.R. §§ 825.302(c); see also Price, 117 F.3d at 1026 (The FMLA does not require that an employee give notice of a desire to invoke the FMLA. Rather, it requires that the employee give notice of need for FMLA leave.) (emphasis in original); Manuel v. Westlake Polymers Corp. , 66 F.3d 758, 761-62 (5th Cir. 1995). In short, the employer is responsible, having been notified of the reason for an employee's absence, for being aware that the absence may qualify for FMLA protection. 20 63 Bachelder provided two doctor's notes to America West regarding her absences in February 1996. 21 The company was therefore placed on notice that the leave might be covered by the FMLA, and could have inquired further to determine whether the absences were likely to qualify for FMLA protection. 64 Finally, America West argues that Bachelder failed to show that the other two reasons it initially put forward for firing her --her failure adequately to administer the Employee of the Month program and her unsatisfactory on-time performance --were pretextual. As we have already explained, however, there is no room for a McDonnell Douglas type of pretext analysis when evaluating an interference claim under this statute. The question here is not whether America West had additional reasons for the discharge, but whether Bachelder's taking of the 1996 FMLA-protected leave was used as a negative factor in her discharge. We know that the taking of the leave for the period in question was indeed used as a negative factor because America West so announced at the time of the discharge and does not deny that fact now. Moreover, America West does not seriously contend that, even though it considered an impermissible reason in firing Bachelder, it would have fired her anyway for the other two reasons alone. Even had it made such an argument, of course, the regulations clearly prohibit the use of FMLA-protected leave as a negative factor at all. Therefore no further inquiry on the question whether America West violated the statute in discharging Bachelder is necessary. 22