FMLA and short term disability nightmare

[Anonymous]

Anonymous wrote:

Anonymous wrote:11:51, you are incorrect when you say that the employer is not legally required to give OP back her old position. If OP were able to return within the FMLA period, the employer has an obligation to return OP to her old job -- not just any job. Please read the law. Moreover, the implication in your post that by "rocking the boat" or asking for additional leave or asking to work from home the OP might cause her employer to retaliate against her by refusing to return her to her old position is extremely disturbing. The fact that you work or worked in HR is scary. Please find another line of work.

I think the vast majority of us are in agreement. This "HR Princess god" just exemplifies why so many people fucking hate HR.

Amen. Why, WHY, do people like this go into HR? It's a sad cliche, really.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Maternity leave (and medical leave in general) is so fucked up in this country, and this economy is making employers really bold when it comes to this stuff.

My large law firm laid me off 10 days after I returned from disability leave. I had been sick and in the hospital with a severe illness and surgery--gone for about 2.5 weeks. I was "selected" as part of a layoff, but oh, no, my sick leave had nothing to do with it. Yeah, right. I had been given glowing reviews before I left on leave, exceeded my hours, was given a promotion and a raise. And then I take my leave, and bam, got laid off. I contacted an employment lawyer who just said I couldn't prove anything and not to bother. (She was kind of a bitch though, I wonder if I should see oseone else...). I've heard similar stories about suspicious layoffs from other lawyers in various law firms around town. All I can say is I really feel for your OP. Employers don't give a shit in this economy.

Agree, though companies aren't really thinking long term. Some employers still think that they're doing a favor by letting women work - and it's apparent in situations like yours. I bet your firm will have a hard time retaining/recruiting women if it keeps up these shenanigans - if I were an associate at your firm and saw what happened to you, I'd start planning to jump ship ASAP. Really good attorneys will be able to find something else - even in this economy.

I had a horrific experience with my law firm my 2L summer. Word got out, and they had serious trouble recruiting from my top ten law school afterwards. The school used to be a "feeder" but sent only one or two people to that firm the following year.

I landed an amazing gig right out of law school and feel I dodged a bullet, so it was no skin off my back - though the firm suffered. Plenty of smart, capable students looked at how I was treated and decided that they would rather not take their chances. Obviously, people want to retain anonymity - but I wish I knew which companies were pulling this bs knew that they might have some serious damage control to do.

Too many under- or unemployed lawyers , or "laid off at BLF" for female attorneys to turn down job offers in this economy where lawyers, particularlly in this area, are a dime a dozen. Get real.

In case you have forgotten, the economy runs in cycles. In the not too distant future, the economy will pick up, but people will remember how firm treated them in down times.

I left my previous position last summer due to work-life issues. I had multiple offers to choose from when I left; not everyone will feel trapped by their jobs. Even though the economy was down, I had options. So I left. I have other friends in the same position - juggling offers from multiple employers.

Some people will have multiple offers; not everyone will need to take any job she can get. I certainly didn't. So please, don't tell me to "get real" - I am drawing on my own experience here.

[Anonymous]

Anonymous wrote:"Diety" is a transposition of "i" and "e" and the word is misspelled. Flame all you like because you have so little to be happy about.

You sound fat.

[Anonymous]

Anonymous wrote:13:33, in this area, only DC has a more generous entitlement to leave (16 wks vs. 12), and only DC permits 16 weeks for medical and 16 weeks for family.

12 weeks for feds, regardless of whether or not they're employed in DC.

[Anonymous]

After I had my daughter, I was entitled to 6 weeks of STD. The FMLA kicked-in AFTER the STD was exhausted. So, I was entitled to 16 weeks of FMLA on top of the 8 weeks of STD.

[sybersus]

OP, I am so sorry to hear about HR. My experience with talking to my company about FMLA is that my manager has been super flexible (saying I can take pretty much as much time as I need), whereas HR has said "you can only take 12 weeks for your job to be guaranteed." My boss has effectively said "your job will be here when you get back," but HR's point is that they could choose to lay me off if I take 16 weeks as I intend (which is the standard in my office -- nonprofit DC worker, but fewer than 25 employees so they don't have to comply with DC FMLA law). It may be that your boss holds your job open for you, especially with your great reviews, even though HR is saying that technically they can lay you off.

I think it's terrible that your employer is not letting you work remotely when you have a real need for doing so and the support of your doctor, especially considering that others at your work are allowed to work from home.

I wish I had more practical advice. Good luck and keep us updated.

And I agree with everyone that H.R. just sucks, as the PP illustrated perfectly.