My question involves labor and employment law for the state of: Washington

Ready for a long story: I put in for 4-6 weeks of FML. At my job site there are fewer than 50 employees (about 25), so legally I understand that my company is not bound by FMLA, however, company policy states that despite this employees are entitles to the same benefits. I have earned enough PTO and vacation to be paid for the full 12 weeks I'm entitled by company policy.

I've offered to continue working 2 days per week to continue producing a product that no one else is trained to produce.

My boss came back and told me that to do this I would have to convert to non-exempt from exempt. I've not heard of an employer doing this before. So considering this, the fact that my employer has a history of shady HR practices---one long-time employee wonders why someone hasn't sued, yet, I need to make sure I'm protecting myself.

What are the legal ramifications of moving from exempt to non-exempt?

But there's more...we are immediate post-merger and some employees have related to me that they feel like they are being forced out...and are obviously being hired around. Even after I brought my FML leave request to my boss, the following Monday the big boss calls me in in and begins brainstorming ways I can care for my daughter, who was just diagnosed with a debilitating genetic disorder, fill my duties and "not use all that time off," in the words of the big boss.

Additionally, big boss showed me a job description of a new position...but the new position is my position...same duties...with a VP title and much higher salary range. He said we can post this ASAP or wait for 60 days while we figure out what I'm going to do. I told him I was a little shocked. And he agreed that there wasn't a thing on the description that I couldn't do better than a new person, if only due to the fact that there will be no learning curve.

I was stunned and felt like I was being given an ultimatum of taking FML and having a new boss upon my return...who happenes to be doing my job...or wait for 60 days and "possibly" getting a promotion. I new they were hiring an additional team member...but not a boss for me. I started keeping a log at that point. Later that day big boss came back and decided to make clear one point...after talking to the general counsel (my boss) and the HR person: "I was not trying to talk you out of family medical leave."

So, my second question is this: does the company have to comply with FMLA because it is its written policy and not a requirement of law?

Third question: Were big bosses actions legal: pressuring me to NOT take family medical leave?