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*sparky*
member
How to approach ML discussion w/HR - esp for those w/o benefits
*sparky*
member
I work PT and at my company that means I am not eligible for benefits. I believe that means no STD and they don't have to give me FMLA either. As long as I am not working, I will not be paid anything. But I'd like to be out for 12 weeks and need to have the discussion with HR.
I am a little nervous because I think that technically, they don't have to give me anything. I do not want to come back earlier than 12 weeks. With my first DS I needed all of that time to be ready to go back to work.
I have been stalling on having this discussion because I am afraid it will leave to "well, we don't have to hold your job so once you go out to have your baby, that will be your last day." I don't love this job, but finding another PT job doing what I do will be difficult so I would like to be able to come back to it.
How do I even approach this? Am I out of line in my thinking that since I am not eligible for anything they really can tell me this is it - don't come back? Any advice is helpful.
ETA: I do qualify for vacation time - 9 days/year, which is three weeks for me. But I really don't want to get all of that paid out while on leave because that leaves me with nothing for the last half of the year.
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Re: How to approach ML discussion w/HR - esp for those w/o benefits
Good luck!
Our company is a mess and there is a lot of turnover. I have a new boss as of three months ago, who works close to 80 hours a week. While he appreciates what I do, because my work is very specialized, he would probably love to have someone here who is FT+ to share his workload. Our HR department is notoriously sucky (they have had 100% turnover in the past two years) and does not really go out of their way for anyone.
Also, a friend of mine (she did not work here) had twins and had to go out on leave early for bedrest. Her babies were born early and were in the NICU. When her 12 weeks were up she tried to get her job to accomodate her, as her babies had just come home, but they told her they could not hold her job anymore instead and she found herself suddenly unemployed. I know that is a different situation, but it makes me nervous that my company would also really not accomodate me any more than they absolutely had to.
I have met the 1250 hour requirement.
Our company is a mess and there is a lot of turnover. I have a new boss as of three months ago, who works close to 80 hours a week. While he appreciates what I do, because my work is very specialized, he would probably love to have someone here who is FT+ to share his workload. Our HR department is notoriously sucky (they have had 100% turnover in the past two years) and does not really go out of their way for anyone.
Also, a friend of mine (she did not work here) had twins and had to go out on leave early for bedrest. Her babies were born early and were in the NICU. When her 12 weeks were up she tried to get her job to accomodate her, as her babies had just come home, but they told her they could not hold her job anymore instead and she found herself suddenly unemployed. I know that is a different situation, but it makes me nervous that my company would also really not accomodate me any more than they absolutely had to.
I have met the 1250 hour requirement.
Wow that does sound like a bad situation to be in. But if you are eligible for FMLA, then they can not deny you your 12 weeks. I definitely wouldn't expect anything extra from them, but they do have to comply with the law. Also I am so sorry for your friend, that makes me so sad that companies can be so heartless.