California Employment Law
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Can you tell me about some specifics re: protection.
(1) can I be terminated while on FMLA intermittent leave and under which conditions;
(2) is the intermittent timing of the leave (IE, which hours/days I need to be out) determined by me or does the company have a right to tell me I can't take an hr or two when the opportunity arises, if they feel they want me in the office that day?
my son is 16.
How is caring for someone who is, say physically ill and requires caretaking daily, protected as an intermittent leave if the employee needs to be there every day, or every other day, and the employer has discretion over "when" the leave can be taken. I find this someone confusing. I can imagine many situations that are not "emergent" but rather "cronic" and "predictable" which require perhaps an hour a day of "leave" and unavailability for extended working hours.
If the FMLA doesn't provide protection against being forced to work when you need to be caring for your family member, what is the point of it? If the only time you have control over your schedule for intermittent leaving is to respond to emergencies, then how do family care providers for the medium-term chronically ill get any protection at all? Your answer leads me to believe there is no protection if I leave, saying "I can't work the last hour of this day because I need to monitor my son's post-medication letdown behavior, this day and every day." etc...
Thanks for continuing to answer. I need to know these ins and outs before I make a move.