Despite the employee's loss, there is a silver lining for employees in that the court recognized ongoing care during "pleasure trips."
Employee Ballard claimed that she was fired in violation of FMLA because she spent six days of unapproved absence taking care of her disabled mother during Las Vegas pleasure trip. While the Park District argued that her time spent during trip was not covered under FMLA because the trip was not related to the continuing course of medical treatment, the Court found that time spent on trip was covered under FMLA because Ballard tended to mother’s basic medical, hygienic, and nutritional needs during said trip.
The Court addressed the Park District's concern that employees will abuse FMLA provisions by taking similar leaves by pointing out employers can insist that employees obtain certification for the trip by a medical provider.
Ballard v. Chicago Park District, No. 13-1445 (January 28, 2014).