Saturday, October 03, 2009
FMLA Lessons... continued...
Michael also learned his own FMLA lessons. He is planning on taking a bunch of his vacation to help take care of the baby during the initial few weeks. However, he learned that since there is a baby involved, he needs to get approval from the VP to use his vacation. Apparently since there is a baby involved, it is suddenly FMLA. If he chose to go on a 3-week backpacking trip, then no big deal. But he needs permission to take off 3 weeks for the baby. What gives?
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Now that I really don't understand. Isn't FMLA unpaid while the vacation time he wants to use is paid?
Yikes!
Yes, FMLA is supposed to be 12 weeks of UNPAID leave, but apparently there's more red print than I thought there was. I think it's ridiculous.
Yes, FMLA is unpaid however; employers have the option of requiring employees to use vacation pay while on FMLA. Employers are to inform employees of FMLA for events that qualify i.e., serious medical condition of self, spouse parent or child, birth or adoption of a child. There is "no approval" needed if the individual qualifies for a FMLA; if the employer has over 50 employees within a 75 mile radius and the employee has a minimum of 1200 hours worked within the last 12 months. The approval is most likel;y just documentation of the need for leave, the amount of time taken for leave and the dates the employee will be off work.
Abe - yeah, I understand the rules and how FMLA is set up as a "minimum requirement" but that doesn't mean the way my company is choosing to implement it treats everyone fairly or even with the respect that a good employee deserves.
It's similar to if I were to tell them "What's the big deal? I worked my 40 hours this week, you should be happy with that." Just because it's the minimum does not mean you're taking that extra step to help.
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