The following came to me from The Indiana Lawyer:
The Indiana Law Blog reports on this case with significant quotations from the opinion here.In Steven Peters v. Gilead Sciences, Inc., No. 06-4290, the three-judge panel reversed and remanded the case involving a Family and Medical Leave Act claim. Steven Peters had worked for the pharmaceutical company since 2001 and worked from his home in Indianapolis, marketing products to doctors and healthcare professionals. He injured his neck and shoulder and eventually filed an injury claim in 2002, and then had surgery and took time off from work starting in December 2002.
Eventually, the company decided to replace Peters in April 2003 and Peters sued in federal court on FMLA claims and state claims. The company argued that Peters wasn't eligible for FMLA based on a provision that excluded workers at worksites with less than 50 employees, but Peters argued that he didn't receive the 12 weeks he was required and Gilead was estopped because of employee handbook guidelines detailing the time off.
Judge John D. Tinder, who has since joined the 7th Circuit, concluded that Peters had not established the elements of equitable estoppel and granted summary judgment for Gilead.
The 7th Circuit wrote that Judge Tinder didn't address whether Gilead's promises are actionable as a contract or under promissory estoppel, though it pointed out that it was understandable because the parties focused arguments on a different aspect of the law and the equitable estoppel theory as a means of establishing eligibility under FMLA.