The heartbreaking story of a Michigan mother, Terri Estepp, who is suing Huntington Bank for allegedly firing her after she requested leave under the Family and Medical Leave Act (FMLA) to care for her daughter battling breast cancer, has sparked outrage and renewed discussions about employee rights and corporate responsibility. Estepp’s lawsuit claims the bank wrongfully terminated her employment, denying her the legally protected leave she needed to support her dying daughter.
Estepp, 51, had dedicated nearly three decades of her life to Huntington Bank, consistently receiving stellar performance reviews and accolades throughout her tenure. Her commitment to her work was unwavering, but her world was turned upside down when her daughter, Samantha, received a devastating diagnosis of triple-negative breast cancer in April 2023.
Faced with the unimaginable, Estepp immediately stepped up to provide care and support for Samantha, utilizing her accrued vacation and paid time off. She accompanied her daughter to chemotherapy treatments and appointments, exhausting her personal time to be by her side.
“I would go out there and help her with the chemo treatments and different things,” Estepp shared in an interview with WDIV-TV. “I used a lot of PTO time because I had vacation time. I’d been [at the company] for almost 30 years, so I had plenty of time.”
As Samantha’s condition worsened, Estepp realized she needed more time off to care for her daughter. She turned to the FMLA, a federal law designed to protect employees facing serious health issues or caring for family members with such conditions. The FMLA provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year. Estepp had already taken time off between March 27 and April 26, 2024, returning to work on April 29th. However, upon learning of her daughter’s worsening prognosis the very next day, she requested additional leave under the FMLA. Instead of receiving the support she desperately needed, Estepp claims her district manager terminated her employment.
Devastating Loss and the Fight for Justice
The termination left Estepp in shock and disbelief. She was not only grappling with the impending loss of her daughter but also the sudden and unexpected loss of her livelihood. Just over a week after her alleged termination, on May 10, 2024, Samantha passed away. The grief-stricken mother was left to navigate her profound loss while simultaneously facing the daunting prospect of legal action against her former employer.
“I was in complete shock,” Estepp told WZZM-TV. “I was not ready for anything like this. I requested medical leave or Family Medical Leave Act.”
Estepp maintains that she never received a clear explanation for her termination from Huntington Bank. Her lawsuit alleges that the bank wrongfully denied her FMLA benefits and seeks economic and liquidated damages, attorney fees, interest, costs, and any other relief deemed just and proper. She asserts that her personnel file contained glowing performance reviews, highlighting her achievements and her ability to foster the success of her colleagues. This stark contrast between her work record and her sudden termination further strengthens her claim of wrongful dismissal.
Huntington Bank’s Response and the Larger Implications
Huntington Bank, in a statement to WDIV-TV, expressed sadness upon learning of Samantha’s passing and extended condolences to Estepp and her family. However, the bank maintained that Estepp’s departure was unrelated to her FMLA leave request. While declining to comment on active litigation, the company stated its commitment to complying with all employment laws, including the FMLA, and asserted that it acted appropriately in this matter.
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This case highlights the critical importance of the FMLA in protecting employees during vulnerable times. It also underscores the need for employers to understand and adhere to these legal protections. The outcome of this lawsuit could have significant implications for employee rights and corporate accountability, setting a precedent for future cases involving FMLA disputes.
The Ongoing Legal Battle and the Search for Answers
As the legal proceedings unfold, Estepp’s legal team at Salvatore Prescott Porter & Porter, PLLC, is working diligently to build a strong case against Huntington Bank. They are seeking justice for their client, who was allegedly denied her legal rights during a time of immense personal hardship. The case continues to garner attention, raising crucial questions about workplace fairness and the treatment of employees facing difficult personal circumstances.
While Huntington Bank stands by its assertion that Estepp’s termination was unrelated to her FMLA request, the details surrounding the case remain under scrutiny. The legal battle ahead will likely delve deeper into the circumstances surrounding Estepp’s termination, seeking to determine whether the bank violated her rights under the FMLA. The outcome of this case will not only impact Estepp’s life but could also have broader implications for employee rights and corporate responsibility in the United States. The fight for justice continues, and the world is watching.
Frequently Asked Questions About the Family and Medical Leave Act (FMLA)
What is the FMLA? The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year for specific family and medical reasons.
Who is eligible for FMLA leave? Eligibility requirements include working for a covered employer, having worked for at least 12 months, having worked at least 1,250 hours in the 12 months prior to the leave request, and working at a location where the employer has at least 50 employees within a 75-mile radius. .
What are qualifying reasons for FMLA leave? Qualifying reasons include the birth and care of a newborn child, adoption or foster care placement of a child, caring for a spouse, child, or parent with a serious health condition, a serious health condition that makes the employee unable to perform essential job functions, and qualifying exigencies related to a family member’s military service.
Can an employer deny FMLA leave? An employer can deny FMLA leave if the employee does not meet the eligibility requirements or if the reason for leave does not qualify under the FMLA. However, employers must have a legitimate, non-discriminatory reason for denying leave.
What should I do if I believe my FMLA rights have been violated? If you believe your FMLA rights have been violated, you should consult with an employment attorney to discuss your options. You may be able to file a complaint with the U.S. Department of Labor’s Wage and Hour Division.
