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kayo

Using FMLA At Work

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To be honest, my usual reaction to a difficult manager is to start very quietly looking for a new job. If you think your boss is looking to use health issues to fire you, the moment you start FMLA he/she will start looking for something else.

If I were in your situation, as well as looking for a new job, I would talk to a disability lawyer. Around here it's maybe $150 to talk to a lawyer for an hour-long consultation.

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Thanks for the replies. My doctor is more than happy and willing to fill out whatever paperwork is needed. I don't have celiac so I think the FMLA would have to fall under colitis and/or RA. I have met with HR and discussed my options and explained the difficulties I was having with my boss. How can I have health issues which require time off for appointments and sick days and a boss who tells me I should have 0 sick days? To me that's an HR issue to resolve. Since we have unlimited sick days there's no 'running out' which is typically when the FMLA would kick in. They have never implemented FMLA in this fashion before (they typically set it up for childbirth, surgeries, etc.) so they are looking into what it entails. HR does not feel I have abused or taken advantage of sick time. I was able to match up all my time used with appointments, procedures, recovery days and sick days. So the issue is my boss's, not the company's. She's been a thorn in everyone's side since she started. I hate that she is zeroing in on my health. It feels very inappropriate to me as I'm disabled by the RA. I don't plan on getting a lawyer unless HR doesn't come up with an adequate solution.

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I used mine for the first three years I was diagnosed.  I used it for several reason, one it protects me legally from a company letting me go if I exceed my sick/personal time off.  Some companies even have a max of unpaid time you can take, but the FMLA allows me to use that as well and not be affected.     I didn't have a manager that was treating me bad or anything like that, but companies have rules that change all the time and I didn't want to become subject to that.   Also due to privacy acts, my manager received a letter with the FMLA dates and approval and I then never had to give any details about my condition or disease if I choose not to.     Just keep in mind that because you have FMLA does not mean they have to pay you for time off it just protects you to not be penalized for taking time off.       Now that I have my symptoms and condition under control I let my FMLA expire and have not had to use it in years. 

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