Talk to me about FMLA

lyssbobiss · April 2012

I think management can be put in a tricky situation. Example: one of my favorite coworkers was having chronic migraines. She was granted her 12 weeks of FMLA, and then because we work for a giant company, each department has the capability of granting additional time if they choose to do so. At the end of the 12 weeks, unfortunately, my friend was terminated. It was a horrible situation all around, and I was devastated to lose her; however I can see that we were in the situation of having to fill her position and her sick time and vacation time were all used already, and it's company policy that you are not to go on unpaid leave (outside of FMLA, of course). So I could kind of understand where her bosses were coming from.

L_Woods · April 2012

I'm posting only to say that intermittent FMLA, which is what it sounds like here, can seem like it lasts forever. An employee could be on it for an entire year, so long as the days/hours used do not equal up to 12 total weeks. I've had employees complain about the FMLA time off being used by another employee (in this case to care of a sick family member) and it's hard on everyone. But, employees get 12 weeks regardless of how those 12 weeks are split up and used.

lyrical · April 2012

In this situation, it would be a good idea for your coworker to talk to management about coverage. If this is a long-term situation, they should be open to dividing up the workload.

As for negatively affecting coworkers, I have recent experience with this. A stellar employee of mine asked for and was granted a total of six months' maternity leave (which included the 12 weeks FMLA). Here were my options: fill the position and let her come back to another equivalent position (and lose a really great employee to another department), or suck it up and deal. It was a LONG six months, because I was essentially covering her position and my own - there was a lot that couldn't be handed off to a temp. During which time I got lots of "you know she's not coming back after staying home for six months with a cute baby" comments.

I won't lie, it really sucked. At the same time, my mother is elderly and my brothers live in another state - my FMLA turn is coming, and I will feel no guilt whatever about taking every minute of it.

lyrical · April 2012

ps - to be clear, I did not approve the six month leave on my own, though I supported it - it had to be approved by three levels of management and the head of HR.

cookiemdough · April 2012

Six month maternity leave is fairly common at my workplace. I don't know of one situation where someone didn't return afterwards. It actually helped retention because I think they were actually ready to return, and it was at a time where it wasn't as stressful as it would be with 12 weeks. Most of the people I know who quit while on mat leave felt like it was too early to return after 12 weeks and just said f it.

lyrical · April 2012

cookiemdough:
Six month maternity leave is fairly common at my workplace. I don't know of one situation where someone didn't return afterwards. It actually helped retention because I think they were actually ready to return, and it was at a time where it wasn't as stressful as it would be with 12 weeks. Most of the people I know who quit while on mat leave felt like it was too early to return after 12 weeks and just said f it.

Good point. Six months maternity leave is not at all common in my workplace (four months is typical), but when my employee told me she wouldn't be ready to return at the typical four-month mark I knew she meant it. That said - it was worth it to me because this woman is a rock star. For a so-so average employee? I'd sign off on the request, but they could come back to an equivalent grade position that was open (in whatever department) when they returned - that six months was hell and I wouldn't put myself through it again lightly.

Talk to me about FMLA

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