986
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Because maternity leave isn’t the only type of leave
There are so many reasons employees could and should take a leave of absence. And they can with the FMLA Act, which offers job protected leave for up to 12 weeks. And although millions of people utilize this every year, I know too many people who’ve never heard of it or are too afraid to use it.
No matter someone’s gender identity, there are dozens of reasons for an employee to take a leave of absence: a physical illness, mental health reasons, taking care of an unwell family member, bereavement, birth or adoption of a child, and more.
And the hardest but most necessary part of this — is asking for the time off. Because depending on where you work there’s a general stigma to not take advantage of this policy many people most desperately need. So whether you’ve heard about it or not, this is a friendly reminder that FMLA is designed to give you the peace of mind that your job is protected. Policies are changing to be inclusive to everyone but we need to talk about this more to help break the shame.
Those who’ve taken FMLA, can you share why and when they did so? (The anonymity button is here for you!)
Keri WilsonBusiness Excellence Consultant
792
11/26/19 at 5:40PM UTC
Thank you Julez, for bringing this up. Yes, FMLA is available to you if you are eligible. It was created for and is
for job protection. When on FMLA, your company cannot terminate you, and they must allow you to return to your position, or a position of the same level. It is not paid leave, although some companies may allow or even require that you take your PTO concurrent with your leave. Some companies may also have a personal leave, parental leave or extended bereavement programs that are not part of FMLA but are often used concurrently.
Not everyone is eligible - it has to do with the size of the company you work for and the amount of time you've worked for the company. You will also be required to complete paperwork and go through a screening (likely with a third-party vendor) to be approved.
Not everyone is approved, but in my experience as an HR professional, I never saw anyone denied FMLA. There are very specific rules about how it is to be taken and administered, and when it works it's really great. It gives you time to heal, be with someone who needs care, bond with your new child (including adoption). The specifics, however, can be confusing and many HR professionals are not versed in it. I didn't fully understand it until I researched taking FMLA myself, to spend time caring for my ailing father.
I agree with Donna, do your research, know what the Act covers and what it doesn't., keep records, document, follow the rules.
Julez
986
12/01/19 at 2:13AM UTC
Very insightful, Keri!
Donna MacdonaldWriting to a woman's heart...
223
11/26/19 at 2:42PM UTC
There is a stigma when one takes FMLA. But it is an important right that was signed into office many years ago by President Bill Clinton. Fortunately, the FMLA laws safeguard you and fine companies that step over the FMLA boundaries. If you are on FMLA or need to take FMLA, keep track of your time and document anything your company may say or do that doesn't sound quite right. Visit the government website and become familiar with your rights. There is a reason why FMLA was one of the first things Clinton signed in office. It was and still is NEEDED.
Marissa TafferHow can I help you grow?
363
11/26/19 at 1:46PM UTC
It's unfortunate that managers don't talk about intermittent FMLA. I had put in place when I was undergoing treatment for a medical condition that was painful and required multiple doctors appointments a week - - I was working for a large corporation at the time. They were VERY compliant with it and had a 3rd party company that administered ( I had to call in and report when I was taking leave within something like 48 hours of taking it etc.) It can be expensive to do it right but with good communication and putting proactive plans in place it can work well. I also can see how someone could abuse it so if you are using it, be sure to be compliant with communication protocols and how you use it (doctors appointments, pain flare ups etc.)
Trista LarsonSmall town girl pursuing a big dream...
32
11/23/19 at 4:36AM UTC
I had to use FMLA following neck surgery and unfortunately, it was a scheduled immediately. I could only give my boss a 5 day notice that I needed to request the time off, which surprisingly, wasn’t as big of a problem as I expected it to be (at that time anyway).
However, during that very same phone call to the HR/benefits department, I learned too little late, too late, that intermittent time off was another option under FMLA that could be used for illnesses/other absences etc. Just 8 months prior to that, I received my 1st ever negative mark/memo/reprimand put in my file because I called in due to a severe migraine (an ongoing condition my supervisors were fully aware of and knew I was receiving treatment for) & I didn’t have enough PTO time to cover the whole day, only half, so 3 or 4 hours of the day was marked as an “unexcused” absence (because I had just used all of my time for vacation).
That 1 incident led to a badly downward spiraling trend of numerous other issues and problems between myself and the supervisors. The irritating part is that they knew FMLA intermittent time was available and that migraines were a medical issue that was could be claimed. I would have never had those 3 or 4 hours of an unexcused absence had they properly informed me of the information that they had full knowledge of.
Kimberly McIT Engineering Manager, DoD
613
11/22/19 at 11:16AM UTC
sadly, with the Federal Government, you have to be there for a year before you're allowed to take FMLA. Sad, because when my dad was ill and subsequently passed, I could have used that to be there for him and for my mother. Instead I had to take a LOT of leave without pay (LWOP). Luckily, I was in a position to do so without too much financial strain. I think I ended up taking almost 40 hours of LWOP.
Cyndi Peterson HashRecruiter | Dog Mom | Photographer
97
11/21/19 at 6:41PM UTC
It's also not well known that FMLA can be taken intermittently, so can be used as needed to cover certain absences.
tracy georgisinternal medicine NP
28
11/21/19 at 5:30PM UTC
I took FMLA after hip surgery. It was great because I needed time to heal.
Julez
986
12/01/19 at 2:13AM UTC
Hope you've healed okay!
Trisha Styles
591
11/21/19 at 5:22PM UTC
I took FMLA for bereavement purposes. I think it's important to have time to heal before returning to work.
Taylor DavidsonTech sales in NYC
68
11/21/19 at 3:55PM UTC
I took FMLA 6 years ago to recover from shoulder surgery. I'm in sales so it was hard to take the time off that was recommended by my Doctor. But my leadership (and family) was insistent that I take the time my body needed to recover from an invasive procedure. I'm glad they encouraged me to focus on the long term in this instance. Too often, we sacrifice our health, mental well-being, etc so when we have the chance to rest and recover (and need to!), we should grab it!
Julez
986
12/01/19 at 2:12AM UTC
That's so great your leadership and family were insistent. I bet that helped tremendously. Thanks for sharing!
sjbredney
24
11/21/19 at 2:16PM UTC
I took FMLA last year to take care of my mother who was going through breast cancer. I had just accepted a new position within my company. Both my current and future managers were nothing but supportive and caring...even several months after I returned. I will always remember that. It makes me love my company even more and created an ever deeper sense of loyalty on my part.
Nabila12
336
11/21/19 at 3:55PM UTC
That is great that they let you take leave just after starting. Unfortunately, many employers require employees to have invested 2000 hours of service (basically one year of employment) before they will allow FMLA. I think that is crazy and sort of renders the policy ineffective. I have been in and out of the job market due to several disabling conditions and had I been eligible for FMLA protection, I would not have experienced unnecessary unemployment.
Keri WilsonBusiness Excellence Consultant
792
11/26/19 at 5:21PM UTC
I believe the eligibility requirements (time at a job, number of people at the company) are based on the actual Act, not the employer.
sjbredney
24
11/21/19 at 6:31PM UTC
I had actually been at my company for 9+ at that time. I was just taking a new position in a different department. So, in-between 2 managers. I'm sorry to hear about your situation.
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