Taking leave for a month

29 Comments

1. AnonymousSeptember 5,2023 at 11:53PM UTC

   There should be written information in your employee handbook that addresses Family Leave, Short and longterm disability, etc

   Your state website can also be helpful by explaining these various leaves.

2. AnonymousSeptember 6,2023 at 1:28AM UTC

   PTO?

   You don't know other's personal situations.

   I'd start with something less risky: 40 hour weeks

3. AnonymousSeptember 6,2023 at 2:44AM UTC

   You might be able to ask about FMLA. Honestly, these days I'm not sure what's expected/legal for medical information for HR to take a leave. I think it's worth your time to check out the employee handbook regarding this. As far as the burnout goes, I've seen others post about a burnout specialist. Her name is Anna Lovell-Nesmith. Apparently she is on LinkedIn and might be worth looking into. Posts have said she offers free consult calls.

4. Kris WolframSeptember 6,2023 at 3:42AM UTC

   Talk to your doctor. If they can provide documentation that you are seeking medical treatment if may be covered under a leave law. If you don’t want to see a doctor, ask for personal leave. It’s not protected but it will take longer than 30 days to fill your position.

5. AnonymousSeptember 6,2023 at 12:34PM UTC

   You can talk to HR about filing for FMLA and what documentation is required. Your exact job may not be held for you, but you would be able to come back to an equivalent job (which may or may not be the same one you hold now).

6. AnonymousSeptember 6,2023 at 12:43PM UTC

   If you work at a large global company it probably has robust personnel policies. And those policies likely describe the various kinds of paid and unpaid leave (including FMLA) available to you, and the processes for requesting them. I would start there.

7. AnonymousSeptember 6,2023 at 1:25PM UTC

   We have a pretty straightforward process. You have your doctor sign off on the paperwork (very vague language) and it goes through HR. HR does send some of the paperwork to the supervisor, so keep that in mind if you want nothing personal shared with your supervisor. Just open a conversation with HR to find out what your company's process is.

8. AnonymousSeptember 6,2023 at 1:57PM UTC

   Check your employee handbook, for starters. Beyond that, you may qualify for FMLA, which is federal unpaid job protection for qualifying serious health conditions. Mental health conditions can qualify. The leave would need to be supported by documentation from your doctor that you supply to HR. Depending on your state/city, you may also qualify for short-term disability or some other kind of health-related paid leave, which would require applying through the state, and which would have to be supported by doctor documentation. A quick Google search should get you a wealth of answers.

9. AnonymousSeptember 6,2023 at 2:10PM UTC

   This would all depend on company policy. Do you have enough PTO to cover this? If not, what about short-term disability? Check your employee handbook, which seems to be a recurring theme here and is your best resource. Also, the laws regarding this type of leave will vary from state to state, so check with your state's Department of Labor to see what provisions you may have there. Sharing your health information is only required to the point you need to justify the leave, so if it is a concern, try utilizing other methods, like vacation, personal leave, sabbatical, etc., before you disclose.

10. Grisel Scarantino, Career and Work-Life Fulfillment CoachSeptember 6,2023 at 3:55PM UTC

    You could possibly apply for FMLA to take a leave without jeopardizing your job. I would also make sure that when you do take that time off, that it recharges you. You might want to reach out to burnout specialist Anna Lovell-Nesmith on LinkedIn for a complimentary call. She might be the right person to help you overcome the burnout you’re feeling and prevent it from happening again in the future.

11. AnonymousSeptember 6,2023 at 4:06PM UTC

    Obtain the FMLA paperwork from your HR office. Make appointment with physician. The physician's office will fill out the FMLA paperwork (it doesn't normally disclose the reason for the absence - - it only needs medical certification that you need to be out for serious medical condition of your own or close family member and will state the expected duration). These forms will be returned to your company HR manager/department. Your supervisor does not need to knwo the reason for your absence but you should let them know you will be going out for however long that might be. Take the time to actually seek counseling during this time for your burnout. You have to have worked 1,250 hours in the year prior to requesting the leave before you can qualify to receive the FMLA which can be intermitent or continuous. Know that FMLA is not PAID leave although your company may have short term disability to cover part of your income loss. Their policy will define if you have to use PTO before qualifying the short term disability. Good luck to you.

12. asmith13September 6,2023 at 5:15PM UTC

    I would say to first look into FMLA if your employer is covered and you have been with your company for a year/1250 hours. That route will require you to get paperwork from your doctor.

    Another option is PTO, if you have enough to cover that and your company offers it.

    A third option that most companies offer would be an unpaid LOA, which wouldn't require medical paperwork usually and can be taken for reasons outside of what FMLA/STD would cover.

    Some awesome companies offer sabbaticals for these types of situations or to pursue other passions, but those companies are sadly very rare these days.

13. AnonymousSeptember 6,2023 at 5:33PM UTC

    I would definitely try to get a doctors note. It is not necessary to say the reasons behind it in that note other than to say that you are dealing with a medical condition for which you need extended convalescence. Speak to your HR team after reading the employee handbook which should have a section on leaves. If not talk to your HRBP or benefits person letting them know you might need guidance. Don't share until you have the doctors note but ask probing questions.

14. maria roseSeptember 6,2023 at 6:08PM UTC

    Like the rest of the comments here have stated, you need to get the information on how to apply for a leave of absence under the HR guidelines and what your geographic location states by labor law in place, because despite being employed by a global organization, you are also employed by their agreement to follow the labor laws in your location. One thing that I have a question about is the need to take this leave of absence in December versus any other time of the year? I don’t know if the organization you work for closes their business year in December or any other month of the year but the need for the leave to be exactly in December is not clearly stated.

15. Kathy KinnamanSeptember 7,2023 at 1:27PM UTC

    Ask your hr person about FMLA.

16. AnonymousSeptember 7,2023 at 1:44PM UTC

    And this is why we should have mandatory couple of weeks off like they do in Europe. Our work-life balance in this country is horrible.

17. JSealSeptember 7,2023 at 2:12PM UTC

    Talk to Hr about filing for an FMLA leave. You will also need a doctor to certify that you need the time to manage a serious health condition.

18. AnonymousSeptember 7,2023 at 5:41PM UTC

    I did two months of the FMLA per doc note to care for my mental health and when I’m back, my relationship with my boss became worse and she put me on a PIP and fired me in two months.

19. AnonymousSeptember 8,2023 at 12:39PM UTC

    OMG SAME!!!! I was out for 12 weeks caring for a critically ill child, and the day I got back I was put on a PIP .. 2 days later I was handed a disciplinary notice. They wouldn't meet my accommodation request (to WFH full time until school started ... I was hired as remote, btw, but while I was out the company decided to force people back into the office). It was so insulting and the writing was on the wall so I just left.

20. AnonymousSeptember 8,2023 at 8:27PM UTC

    I am so sorry that this happened to you. Typical of corporate America. I really hope thatyou found a better company & position.

21. AnonymousSeptember 7,2023 at 7:01PM UTC

    I did a 6 week short-term disability leave (paid) a couple of years ago. I had a qualifying condition and my PCP filled out the paperwork for me. I spoke to HR in tandem about it.

22. AnonymousSeptember 8,2023 at 12:36PM UTC

    I did this over the spring. You could use FMLA based on your health issues. You'd approach HR first and tell them you need to take FMLA and they'll get you the paperwork they need (one of which is a form your doctor would need to fill out). STD is another option, but again, you'll need a doctors sign-off. I'm not sure about STD securing your employment, but FMLA definitely does. Before you decide, find out which one will pay you more, and which one protects your job better. Good luck!

23. Laura MamaevSeptember 8,2023 at 12:54PM UTC

    Like many others, I'd work with HR to follow to correct process. But something I'd also stress is to then work with your manager and your team to make it clear what needs to be picked up in your absence. Since you are planning on this, as opposed to thrown into it by an emergency, make it clear to your team that you will come back from this refreshed and refocused. In your absence what tasks will be outstanding? What can wait until after your return? Can you start to delegate to others before your leave and take only the short lived tasks you know can be completed before your leave?

    Also make sure you've budgeted your household around your leave. FMLA is unpaid. Short term disability is usually partially paid depending on the organization.

    In the meantime, and when you return, take advantage of apps like Headspace, Calm, Aura, etc. and prioritize a few minutes per day to become centered again.

    One thing that I've been trying to do is to learn how to delegate, automate, simplify, and eliminate. That said never automate something that can be eliminated and never delegate something that can be automated or streamlined.

    Good luck!! I hope you are able to enjoy some peace and get back!

24. AnonymousSeptember 8,2023 at 1:22PM UTC

    Make sure that a month is enough. Burnt out and health issues would probably require 3 months which is with 100% pay on STD. You mentioned you work for a Global organization so this is very common and call the HR hotline on the LOA/STD leave. You will need your medical doctor to fill out on your behalf. I have done it. Life saver o

25. AnonymousSeptember 8,2023 at 1:26PM UTC

    I just did this at work after doing 3 people’s jobs for months. Take short term disability if your job offers it. You may be able to get up to 100% of your paycheck for 6 months. FMLA runs concurrent but only take that as a last resort. Ensure you have been going to doctors appts/therapy appts prior to your request for the leave. The insurance company will ask for those visit notes. Apply for other jobs while you are out so you don’t have to go back to the same stressful situation. Good luck and I wish you the best in your recovery.

26. AnonymousSeptember 8,2023 at 4:44PM UTC

    The company I work for does not offer FMLA and we are a small company and to qualify for FMLA you have to have at least 100 employees. What can I get instead of FMLA?

27. AnonymousSeptember 8,2023 at 6:12PM UTC

    How about short-term disability? My previous place was 23 people and they offered it but I believe it's only mandated for 5 or so states.

28. JSealSeptember 8,2023 at 7:22PM UTC

    Some states also have paid leave programs, its only a handful - but could be an option (MA, CA, WA, OR, NY, NJ, CT, RI off the top of my head). I You can also ask about short term disability. The length of service there is dependent on company. If you are going to do that, you will need visits prior and also a visit that shows what changes at that point to show why you could function now but cannot in December.

29. AnonymousSeptember 8,2023 at 8:24PM UTC

    You only need 50 employees to use FMLA. It's not something a company offers, it's a Federal Law. I suggest you research FMLA on line. There are requirements. It doesn't pay you, but it does protect your job.