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Bordon v. Division of Employment Security

Mo. Ct. App.August 24, 2006No. No. WD 66239Cited 4 times
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Case Details

Judge(s)
Ellis, Hardwick, Howard
Status — whether other courts must follow this ruling
Published
Procedural Posture — the stage the case had reached
appeal

Related Laws

No specific laws identified for this ruling.

Claim Types

Constructive DischargeFailure to Accommodate

Outcome

Court reversed the Commission's denial of unemployment benefits, finding that the employer failed to provide equivalent employment upon the employee's return from FMLA maternity leave and violated the employee's right to unemployment benefits.

What This Ruling Means

**What happened:** In Bordon v. Division of Employment Security, an employee took maternity leave under the Family and Medical Leave Act (FMLA) from her job at Beverly Health & Rehabilitation. When she returned from leave, the employer did not give her back her same job or an equivalent position as required by law. The employee was essentially forced to quit because the employer failed to accommodate her return from leave. When she applied for unemployment benefits, the state initially denied her claim. **What the court decided:** The court ruled in favor of the employee, overturning the state's denial of unemployment benefits. The court found that Beverly Health & Rehabilitation violated federal law by not providing equivalent employment when the employee returned from her FMLA leave. Because the employer's illegal actions forced her to quit, she was entitled to receive unemployment benefits. **Why this matters for workers:** This ruling protects workers who take legally protected family leave. If your employer fails to restore you to your job or an equivalent position after FMLA leave and you're forced to quit, you may still qualify for unemployment benefits. The decision reinforces that employers cannot avoid their legal obligations under FMLA and then deny workers the safety net of unemployment compensation.

This summary was generated to explain the ruling in plain English and is not legal advice.

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