Reply to FMLA leave and PTO/vacation time

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[quote=Anonymous][quote=Anonymous]OP here:  The responses (especially the last few) are what I feared. I knew FMLA was unpaid, but has assumed I could take it unpaid, not that I would be required to use all my paid time off before I could take the rest unpaid (I too was denied LWOP).  I want to preserve leave for after FMLA for both regular 'life' stuff (illness, wedding, funeral, day care closed) as well as  a short vacation once a year or so.[/quote]

This is why they want you to take it concurrently: they are already holding your job open for 12 or 16 or 24 weeks for FMLA, during which time your work doesn’t just stop. So either they bring in a temp (difficult for a lot of positions), they ask your coworkers to pick up the slack during that time, your work piles up for you when you returned (resulting in additional lost productivity while you dig out on the back-end), or your job just doesn’t get done (which, if your employer was OK with your work just not getting done, why would they employ you?).

Then once you come back, you want to take another week off (PTO), then a long weekend to go to a wedding, then a day to go to a funeral, then Christmas Eve, because you can’t possibly be expected to work on Christmas Eve! This creates problems: 1) you’re still not producing and 2) there are other employees who maybe didn’t take off while you were out on FMLA who also want to take off these days and now there is a morale issue.

It’s one thing to ask to not be forced to exhaust sick leave, so that you can care for yourself or a child when you are ill. But you’re asking to be able to do things that potentially someone else had to decline while you were out on FMLA. That’s pretty entitled.[/quote]

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