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I am registered nurse and...
I am registered nurse and work for ARCHcare. A medical insurance and provider in the NYC area. I was out sick during this fall and had to take a medical leave. I had proper documentation from doctors, specialists, hospitals and surgeons. I had 4 different hospital stays and surgery. I also have a chronic illness, Chron's disease. I was asked to have a FMLA filled out for the time I was out and then have an intermittent one in place, going forward in case I should need it. Before my illness, I had no problems with my direct supervisor. I am her only employee and we worked great together. I never received a review of any kind. Since I have been back, right before the holidays, I was given a written warning that I am expected to sign. Most of the issues are false or based on the fact that I was out ill. My director has sent harassing e-mail after e-mail to me about my time off. She has withheld approval of benefit time owed to me, so my pay is being held up. She has shared private confidential information regarding my health to other employee. I have forwarded these said e-mails to Human resources and have been meeting with them since the harassment began. I also requested another position in another facility in a lower position to simply escape this abuse I receive at work daily. I have not been given this. I have also not been given the handicapped parking spot my doctor wrote in the FMLA that I needed. The FMLA states there will be excessive time off due to medical visits and treatments. The one time I did call in sick, I was harassed about it via e-mail for an entire day. My direct supervisor is also a RN and is aware that stress in a direct factor in my conditions exsaperations, yet continues her discriminatory behavior treated me so unfairly. I am reaching out to get legal advice because I feel alone at the workplace while this woman continues to be able to literally abuse me daily. My phone number is(###) ###-####**@******.***. Thank you, ***** *****
Submitted: 2 years ago.Category: Employment Law
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Employment Lawyer: John, Employment Lawyer replied 2 years ago
John
John, Employment Lawyer
Category: Employment Law
Satisfied Customers: 5,962
Experience: Exclusively practice labor and employment law.
Verified

You have a blatant case of FMLA retaliation. It is illegal to change the terms of employment or harass someone because of FMLA leave taken. In you case you haven't experienced economic damage yet,which a lawyer would want to see to take your case, but you could file a complaint with the Department of Labor. You can learn how to file here: http://www.dol.gov/wecanhelp/howtofilecomplaint.htm

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DISCLAIMER: Answers from Experts on JustAnswer are not substitutes for the advice of an attorney. JustAnswer is a public forum and questions and responses are not private or confidential or protected by the attorney-client privilege. The Expert above is not your attorney, and the response above is not legal advice. You should not read this response to propose specific action or address specific circumstances, but only to give you a sense of general principles of law that might affect the situation you describe. Application of these general principles to particular circumstances must be done by a lawyer who has spoken with you in confidence, learned all relevant information, and explored various options. Before acting on these general principles, you should hire a lawyer licensed to practice law in the jurisdiction to which your question pertains.

The responses above are from individual Experts, not JustAnswer. The site and services are provided “as is”. To view the verified credential of an Expert, click on the “Verified” symbol in the Expert’s profile. This site is not for emergency questions which should be directed immediately by telephone or in-person to qualified professionals. Please carefully read the Terms of Service (last updated February 8, 2012).

DISCLAIMER: Answers from Experts on JustAnswer are not substitutes for the advice of an attorney. JustAnswer is a public forum and questions and responses are not private or confidential or protected by the attorney-client privilege. The Expert above is not your attorney, and the response above is not legal advice. You should not read this response to propose specific action or address specific circumstances, but only to give you a sense of general principles of law that might affect the situation you describe. Application of these general principles to particular circumstances must be done by a lawyer who has spoken with you in confidence, learned all relevant information, and explored various options. Before acting on these general principles, you should hire a lawyer licensed to practice law in the jurisdiction to which your question pertains.

The responses above are from individual Experts, not JustAnswer. The site and services are provided “as is”. To view the verified credential of an Expert, click on the “Verified” symbol in the Expert’s profile. This site is not for emergency questions which should be directed immediately by telephone or in-person to qualified professionals. Please carefully read the Terms of Service (last updated February 8, 2012).

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