A Michigan federal judge has allowed an Family and Medical Leave Act (FMLA) retaliation lawsuit against a manufacturer to move forward after finding questions about why the company fired a plant manager who had taken medical leave while retaining a colleague in a nearly identical role who had not.

The Sept. 1 ruling in Meadows v. CW Manufacturing, LLC does not establish a new FMLA standard, but it offers a useful reminder for employers making personnel decisions involving workers who have taken protected leave.

“Consistency matters,” said Dave O’Neil, director of communications the Ohio Manufacturers’ Association. “If two employees are in similar situations and one has taken protected leave, employers need to clearly explain and document why they were treated differently. If they cannot, they are making the case harder on themselves.”

Clear documentation, consistent treatment and a defensible explanation for employment decisions can become especially important when those decisions are later challenged. 9/2/2026