I cannot say why your leave is now being processes as FMLA because that would be improper at this stage. The Family and Medical Lave Act ("FMLA") which permits any eligible employee to take up to 12 weeks of unpaid leave under FMLA either for himself, or to take care of a sick family member.
As you probably know, any employer having 50 or more employees must comply with the requirements of FMLA. Most employees prefer not to use their vacation time for FMLA leave. What your employer is doing right now, should have been processed at the beginning of your leave. it really is difficult to figure out what he is thinking. But, one thing I can tell you with a good deal of certainty is do not permit your employer to mark up your personnel file as having taken your 13 days under FMLA and still reduce your paid sick days and accrued vacation time because he will be deducting your time off, twice. So, this has to be an "either or proposition" . He is wither going to mark your records as having been out on FMLA, or taking your accrued sick days and vacation time. Since neither you, nor I are mind reasers, there is no way for either of us to know what your employer has in mind or what h is planning. It would be to your extreme benefit that, before you sign anything, or even before you verbally agree to anything, you either ask him, or ask your HR Department what exactly they are doing with your accrued time, or how they intend to treat the accrued time, if they "retroactively approve your 13 days as having been taken under FMLA,
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