Being denied my earned leave because I’m covering due to maternity leave

[Anonymous]

This happens all the time at my work because we need X number of people. If Jane requests 2 weeks off and then Mary requests those same 2 weeks off, Mary's leave will be denied. It has nothing to do with having kids or not. You are covering someone's leave so can't take time off during it.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It sounds like you just submitted your leave request, but the maternity leave had already been submitted prior to yours, no?

So friggin’ what. It is MY earned leave. I’m not being compensated for the loss. Ridiculous.

Take your leave at a different time so it doesn't overlap and therefore won't be denied.

Sounds like you waited too long.

The leave is to roll in a mini vacation in prior to a fall wedding. The wedding is far, so I’d like to take a few days off prior to the wedding so we can explore the area and make traveling that far worth it. I cannot move a wedding date.

It’s not my responsibility to accommodate maternity leave so that I can use my earned leave. If you are going to deny my leave, then I should be getting a cash payout at the end of the year.

[Anonymous]

Are you saying you can’t take any leave from now until 2/24?

[Anonymous]

Anonymous wrote:Talk to your HR. In the future, don't save your leave til the last minute. You're not being punished because you don't have kids. You're not able to take your leave because you're covering someone else's. It would be the same if that person was on vacation and you tried to take the same week off. You'd be denied because youre covering her vacation.

How is complaining in July about losing use or lose in December last minute? If you have a union, file a grievance.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It sounds like you just submitted your leave request, but the maternity leave had already been submitted prior to yours, no?

So friggin’ what. It is MY earned leave. I’m not being compensated for the loss. Ridiculous.

Take your leave at a different time so it doesn't overlap and therefore won't be denied.

Sounds like you waited too long.

The leave is to roll in a mini vacation in prior to a fall wedding. The wedding is far, so I’d like to take a few days off prior to the wedding so we can explore the area and make traveling that far worth it. I cannot move a wedding date.

It’s not my responsibility to accommodate maternity leave so that I can use my earned leave. If you are going to deny my leave, then I should be getting a cash payout at the end of the year.

Yes it is your job to cover for coworkers who are out on leave … maternity, sick, bereavement, etc.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It sounds like you just submitted your leave request, but the maternity leave had already been submitted prior to yours, no?

So friggin’ what. It is MY earned leave. I’m not being compensated for the loss. Ridiculous.

Take your leave at a different time so it doesn't overlap and therefore won't be denied.

Sounds like you waited too long.

The leave is to roll in a mini vacation in prior to a fall wedding. The wedding is far, so I’d like to take a few days off prior to the wedding so we can explore the area and make traveling that far worth it. I cannot move a wedding date.

It’s not my responsibility to accommodate maternity leave so that I can use my earned leave. If you are going to deny my leave, then I should be getting a cash payout at the end of the year.

And when you pointed that out to your employer, what was the response?

[Anonymous]

Anonymous wrote:

Anonymous wrote:I put in for time off later in the year, because if I don’t use my earned vacation I will lose it. My supervisor is now denying my leave, because I will bet covering the work for a person who will be on maternity leave until Feb. 2024.

I don’t understand how this is fair. It is my earned leave that I desire to use. I am being punished because I choose not to have kids. I won’t be compensated either in a cash payout for lost time off. The time off I will lose obviously doesn’t not carry over either. Why should people without kids be penalized like this?

You’re not being penalized bc you don’t have kids, so drop that line of thinking.

+1, plenty of people with kids sometimes have to cover for people on parental leave. It happens all the time.

I've also had to cover for people using FMLA to care for an ailing parent. Their leave, like mat leave, takes precedence because it's federally mandated. I've had to reschedule vacations for this.

[Anonymous]

Anonymous wrote:This happens all the time at my work because we need X number of people. If Jane requests 2 weeks off and then Mary requests those same 2 weeks off, Mary's leave will be denied. It has nothing to do with having kids or not. You are covering someone's leave so can't take time off during it.

But if Jane goes on maternity leave, then Mary can't take leave and loses it

[Anonymous]

Define mini vacation. How many days do you want to be gone for the wedding and vacation?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It sounds like you just submitted your leave request, but the maternity leave had already been submitted prior to yours, no?

So friggin’ what. It is MY earned leave. I’m not being compensated for the loss. Ridiculous.

Take your leave at a different time so it doesn't overlap and therefore won't be denied.

Sounds like you waited too long.

The leave is to roll in a mini vacation in prior to a fall wedding. The wedding is far, so I’d like to take a few days off prior to the wedding so we can explore the area and make traveling that far worth it. I cannot move a wedding date.

It’s not my responsibility to accommodate maternity leave so that I can use my earned leave. If you are going to deny my leave, then I should be getting a cash payout at the end of the year.

And that's something to discuss with HR. Nothing will likely come of it because it isn't like you cant use leave at all, it's just you can't use it when you want. Which can be normal depending on your job (its very normal in my line of work).

[Anonymous]

Anonymous wrote:

Anonymous wrote:This happens all the time at my work because we need X number of people. If Jane requests 2 weeks off and then Mary requests those same 2 weeks off, Mary's leave will be denied. It has nothing to do with having kids or not. You are covering someone's leave so can't take time off during it.

But if Jane goes on maternity leave, then Mary can't take leave and loses it

This is true in the federal govt, if you request leave before X date (usually Nov 1) and it’s denied you can carry it over even if it’s over 240 hrs.

[Anonymous]

Come up with a plan - see if you can train someone to cover urgent items while you are gone.

[Anonymous]

Anonymous wrote:

Anonymous wrote:This happens all the time at my work because we need X number of people. If Jane requests 2 weeks off and then Mary requests those same 2 weeks off, Mary's leave will be denied. It has nothing to do with having kids or not. You are covering someone's leave so can't take time off during it.

But if Jane goes on maternity leave, then Mary can't take leave and loses it

She can take leave, she just can't take it when she wants. It would be one thing if she wasn't allowed to take vacation at all and that ended up in her losing it. But that's not what this sounds like. Op can't take the mini vacation she wants when she wants, she didn't say she can't use her vacation time at all.

[Anonymous]

Anonymous wrote:This happens all the time at my work because we need X number of people. If Jane requests 2 weeks off and then Mary requests those same 2 weeks off, Mary's leave will be denied. It has nothing to do with having kids or not. You are covering someone's leave so can't take time off during it.

Terrible company. That means you don’t have enough staff hired. If people cannot use their leave then you need to hire more people. Just another routine example of how companies continue to get away with wage and compensation theft. You can’t promise compensation that includes X amount of days for leave in a contract then deny use if that earned leave. It’s compensation theft.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It sounds like you just submitted your leave request, but the maternity leave had already been submitted prior to yours, no?

So friggin’ what. It is MY earned leave. I’m not being compensated for the loss. Ridiculous.

Take your leave at a different time so it doesn't overlap and therefore won't be denied.

Sounds like you waited too long.

The leave is to roll in a mini vacation in prior to a fall wedding. The wedding is far, so I’d like to take a few days off prior to the wedding so we can explore the area and make traveling that far worth it. I cannot move a wedding date.

It’s not my responsibility to accommodate maternity leave so that I can use my earned leave. If you are going to deny my leave, then I should be getting a cash payout at the end of the year.

Your colleague also cannot move the dates of her maternity leave. You could skip the wedding, if it's not worth it to travel for only the leave that has already been approved. You are being fairly nasty about your colleagues's maternity leave - why are you expecting anyone to be generous about your desire to sight-see before attending a wedding?