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Had you not gone through the process of filing for FMLA leave for your time off? Was that even discussed with you?
What reason was given for your termination?
My first hospitalization was last March and I went on FMLA medical leave but once I realized that I was needing to be hospitalized so many times (approx 1-2x/month, about 10 hospitalizations since then and countless ER visits), I've applied for FMLA intermittent leave so that when I would get admitted for my infusions, the intermittent leave would kick in and then once I'm discharged, I can go back to work but the last 3 hospitalizations, I was denied the leave bc of "hardships on the unit". I was given a verbal warning and then a written warning right before my last hospital admission. I was discharged on July 27 and I went on vacation so I haven't been back to work yet but I foresee me getting in trouble when I return. I'll also have you know that every time I do call off from work, I am a patient in the hospital I work at, not once have I called off without being a patient. Termination hasn't come up yet but I kind of have a feeling that will be discussed once I return from vacation.
Correct, I was denied FMLA intermittent leave the last 3 times I applied bc of "hardships on the unit". I'm sorry, I was using discharged meaning from my stay in the hospital. I was not terminated yet, but with my verbal and written warning already for calling off sick, I don't know what else they will do once I return from vacation. I'm just curious if they can terminate me with my health condition, I know I miss a lot of work but I'm never just home and feel the need to call off, each time I miss work, I'm a patient.
ok, thank you. can I contact the dept of labor on my own or do i need a lawyer to do so? if i get back to work and get suspended or whatever they do next with me having another hospital visit, should i hire a lawyer? do i have a case to pursue?
so just to clarify, I have a medical issue that causes me to miss work. So there should be no reason they could deny me FMLA because it leaves the staff short handed on my unit. Which as I understand is what they mean by "hardships on the unit". Secondly, excessive absences from work due to my medical condition (which are documented by hospital admissions at the facility where I work) should not be a valid reason for them to suspend or terminate me?
Well, my husband and I greatly appreciate your advice. Thank you for taking the time to help me out. I will definitely be contacting the Louisiana Department of Labor when I return from vacation.