ive had to take off a lot of days for my 18 month daughter because she has asthma and bad allergies. There are many on top of many dr appts and just plain her being sick days. So Ive only had 3 days this year where I was sick 2-1/2 of which I was hospitalized and have Dr. excuse notes. And Ive had to use my vacation days to cover baby's dr appts and times she was sick. Now I am completely out of sick and vacation days. I know my employer is going to use this as ammunition against me so that they wont have to give me my annual raise. Is there anything I legally to cover myself in this situation and make my attendance look better?
2007-10-30 07:19:23 · 5 answers · asked by Anonymous in Business & Finance ➔ Careers & Employment ➔ Other - Careers & Employment
In a situation like this, it's best to speak to human resources (if the business is large enough to have an HR department.) Failing that, you might have to negotiate some kind of accommodation schedule yourself and that will be tricky if you're not well versed in local labour laws. using HR is better because they know the labour laws and try to smooth over special cases such as yours (employees with "special needs" is that I've heard it called.) Basically, you fall through the cracks in the company policy on absenteeism.
Absenteeism is a very serious employment issue. The reasons are obvious. My older brother was fired once from a job for routine absenteeism. The real reason is that he suffers from severe ADD and has a hard time getting a good night's sleep. Some mornings, he just can't get up and get going. The real problem is, he refuses to believe he has a disorder and consequently does nothing about it. The end result was, the employer lost his patience with my brother and fired him. I spoke with the manager immediately after my brother was fired. He complained that they spoke to my brother twice about stopping the absenteeism and he would for a few weeks and then it started up again. He was missing 3 or 4 days a month. Since it was obvious he couldn't stop it, they decided to fire him. I then asked how his work was and, generally, they were pleased with it. There were a few issues but nothing worth firing him over it. But the manager kept repeating to me, "absenteeism! absenteeism!" He said he could not afford it.
I wish you the best but you do have a serious issue with your employer. Routine absenteeism is grounds for dismissal. Is work from home possible? Do you have a husband/boyfriend/mother/relative that can take your child to the doctor appointments?
Best,
-- Andy
2007-10-30 07:42:09 · answer #1 · answered by almcneilcan 4 · 1⤊ 0⤋
It's unfortunate that this has happened to you and there is really nothing you can do to make your attendance look better. The best thing you can do is speak to your manager and or Human Resources Department and see if there is anything they can do to allot you a few more days for the remainder of the year. Iif you have used all of your alloted vacation and sick time then they cannot use it against you. If you have exceeded the limits then they have a valid reason to not give you an increase in salary.
Please also note that you can only apply for Intermittent FMLA if there is a pre-existing condition with your daughter where you would need to take specific days or times off due to doctor visits, treatments, etc. If your child is just feeling ill and you take the day off to spend at home then you cannot apply for FMLA. FMLA is for people who are caring for another not just staying home because their baby is sick.
2007-10-30 16:11:36 · answer #2 · answered by SMY 2 · 0⤊ 1⤋
If your company qualifies for FMLA protection then you should file for this leave each time your daughter is sick and you need to care for her.
Work for the employer for 1,050 hours, and at least one year
Employer has at least 50 employees within a 75 mile radius. (Multiple locations that are within 75 miles of each other)
Probably won't help you out this year as you can't go backwards now and designate the leave as FMLA. Check the web for FMLA information to see if your company qualifies for this leave. It is the only job protected leave that is mandated by the federal government.
2007-10-30 14:39:09 · answer #3 · answered by hr4me 7 · 1⤊ 0⤋
If you work days, make the appointments for late in the day, come in early, then leave early or offer to make up the hours staying late on other days. There is no need to take a whole day off for a Dr's appointment.
2007-10-30 16:08:37 · answer #4 · answered by Pengy 7 · 0⤊ 1⤋
At the times you or your daughter were sick you can apply for FMLA (at least I know it is this way in Wisconsin) FMLA can not be held against you and you should qualify.
2007-10-30 14:24:35 · answer #5 · answered by joselita_99 1 · 2⤊ 0⤋