Clark v. Hoag Memorial Hospital Presbyterian CA4/3
Plaintiff and appellant Rogene Clark took a medical leave of absence from her job with defendant and respondent Hoag Memorial Hospital Presbyterian (Hoag) to recover from severe stress, anxiety, and depression. While Clark was on leave, Hoag sent her a letter explaining she had exhausted Hoag’s six-month leave of absence policy, and gave Clark a deadline to return to work or lose her position. In response, Clark’s psychologist sent Hoag a letter stating Clark was “totally and temporarily disabled” for the next five weeks, at which point she would be reevaluated. Hoag’s human resources representatives who received this letter interpreted it as a request to extend Clark’s leave for that five-week period. Hoag nonetheless terminated Clark’s employment because she had exhausted the maximum amount of leave allowed under Hoag’s leave of absence policy and failed to return to work by Hoag’s deadline. Hoag never contacted Clark or her psychologist to discuss the psycholo
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