Lupyan v. Corinthian Colleges Inc.

Lupyan was a CCI instructor since 2004. Her supervisor, Thomas, noticed that she seemed depressed and suggested she take a personal leave of absence. On a request form, Lupyan requested “personal leave” from December 4 through December 31, 2007. Thomas suggested that she seek short-term disability coverage instead. Lupyan received certification from her doctor. CCI’s human resources department determined that she was eligible for leave under the Family and Medical Leave Act, 29 U.S.C. 2601, rather than personal leave. CCI’s Administration instructed Lupyan to initial the box marked “Family Medical Leave” on her request and changed the projected date of return to April 1, 2008. FMLA rights were not discussed in the meeting. CCI allegedly mailed Lupyan a letter explaining the Act. Lupyan denies receiving the letter, and denies having any knowledge that she was on FMLA leave until she attempted to return to work. On March 13, 2008, Lupyan advised CCI that she had been released to return with restrictions. On April 1, Thomas informed Lupyan that she could not return with restrictions. Lupyan provided a full release from her psychiatrist, but was advised on April 9 that she was being terminated due to low student enrollment, and because she had not returned within the 12 weeks allotted for FMLA leave. Lupyan claims this was the first time she knew that she was on FMLA leave. Lupyan sued, claiming interference with her FMLA rights and that she was fired in retaliation for taking FMLA leave. The district court granted CCI summary judgment. The Third Circuit reversed, finding remaining issues of material fact. View "Lupyan v. Corinthian Colleges Inc." on Justia Law