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  1. #1

    Default Re: Does This Qualify As FMLA Unusual Circumstances?

    At Jk, I can call in after my vomiting episodes. But I may miss the four hour call in deadline.

    Vomiting comes standard with migraines like sore throats with a cold or flu. Do I still need a doctors a note specifically saying that during migraines episodes I may vomit?

    Yes my company does have FMLA and I do qualify for it.

  2. #2
    Join Date
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    Default Re: Does This Qualify As FMLA Unusual Circumstances?

    I'm not asking to be snarky - but can't you email the company?

    Being a migraine sufferer myself, I do understand the vomiting, the nausea and everything else. Is there a family member who can contact HR?

  3. #3
    Join Date
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    Massachusetts
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    Default Re: Does This Qualify As FMLA Unusual Circumstances?

    What kind of discipline is used if you do not call in four hours ahead? I'm asking for a reason.

  4. #4

    Default Re: Does This Qualify As FMLA Unusual Circumstances?

    Progressive discipline for not calling in four hours ahead of shift. Not calling four hours ahead of time is part of comprehensive time and attendance policy that includes

    a) clocking in

    b) tardiness

    c) call in policy.

    Any voilations of any of above all count against the time and attendance policy. (Not calling in four hours prior to a scheduled shift is an "automatic " write up company wide.)

    For example an employee may have a written verbal for failing to clock in a number of times.

    If that same employee who already got a written verbal for failing to clock in a number of times also voilates the company tardiness policy, he/she will now have a written written warning and so forth.

    Schedule of progressive discipline

    1st offense a written verbal

    2nd a written written

    3rd 1 day suspension

    4th 3 suspension

    5th 5 day suspension

    6th termination.

    At dominatique : Company has an "automatic" write up for missing call in deadline as there standard call in policy.

    I live alone and cannot have anyone call in for me.

  5. #5
    Join Date
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    Default Re: Does This Qualify As FMLA Unusual Circumstances?

    FMLA or not, failure to call in at all is unacceptable and yes, you can be disciplined for that.

    Under the FMLA statute, you can be required to follow the company's call in procedures (as long as they are not more stringent for FMLA absences than for non-FMLA absences) unless there are unusual circumstances, in which case you need to call in as soon as possible. For example, if the migraine starts only three hours before your shift, obviously you cannot give them four hours notice. But if you call them right away to let them know, that is acceptable.

    I understand that you cannot call in while you are in the act of vomiting. But surely there will be a break of at least five minutes between bouts when you can make a call. (And while I am not a chronic migraine sufferer, I have some personal experience with migraines.)

  6. #6

    Default Re: Does This Qualify As FMLA Unusual Circumstances?

    Quote Quoting cbg
    View Post
    For example, if the migraine starts only three hours before your shift, obviously you cannot give them four hours notice. But if you call them right away to let them know, that is acceptable.

    .)
    This is still a voilation of company policy because it doesn't give company four hours of notice.

    I will call in but the problem arises when I don't make the deadline.......then it's an automatic write up company wide.

  7. #7
    Join Date
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    Default Re: Does This Qualify As FMLA Unusual Circumstances?

    But if you document your medical condition and implicate your FMLA protections, there are few circumstances where they might have a plausible argument to avoid accommodating you on that issue. Presumably they already accommodate you when your migraine begins during a shift.

  8. #8
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    Default Re: Does This Qualify As FMLA Unusual Circumstances?

    Quote Quoting Javer
    View Post
    This is still a voilation of company policy because it doesn't give company four hours of notice.

    I will call in but the problem arises when I don't make the deadline.......then it's an automatic write up company wide.



    If your episode started more than 4 hours prior to your shift, the 4 hour period must be followed. If you become ill less than 4 hours prior to a shift, obviously you cannot provide 4 hours notice. It would be improper to penalize you for that sort of issue if it was for the FMLA issue.

    So, you take your documentation and the proof of the write up and speak with HR and explain to them you called, that particular time, due to your migraine issue.

    Obviously calling in with less than 4 hours could involve some other issue. They do not have to excuse your failure to call in >4 hours if it is something other than your migraine issue. You have to tell them it was a migraine issue and not some other failure on your part. If there is an automatic write up, then you must defend the write up. The requirements on you are no more stringent than on any other. They would have to manually go and rescind the automatic write up after you inform them the failure is due to the FMLA issue.

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