Originally Posted by
John Pennekamp
Has it occurred to any of you that this site is searchable by google (no password required to browse) and that the media may be trolling here to dig dirt about "those unsafe regionals". Think about that before you start cutting/pasting company manuals (Nevets) and talking about how your company punishes you for calling in sick.
That thought had was precisely why I posted it word for word.
I don't believe I have broken any of my company's rules by doing it (its not in any "company manual
. If I have, someone please point me out to it and I will apologize and remove it. People at my company know that this is my biggest pet peeve so there is no secret there either.
Originally Posted by
rickair7777
FMLA will cover that nicely...and they cannot hold FMLA against you in any way at all. It does not count as an absence.
Just make sure your kid stays sick for 4 days (FMLA mins). Any doctor would provide a note to that effect, they know how FMLA works and there's no point in sending them back to daycare if they might still be contagious
If your company is not flexible with stuff like that, they deserve to get hit with FMLA at the drop of a hat.
There is no FMLA mins. Your company may have that restriction. But this assumes you qualify for FMLA to begin with (I don't believe the was the intent of the law though). Anyways, for any of you who work in California, there is a law called Kin Care that is specifically for the use of your sick bank in order to tend to the illness of your spouse or kids (maybe even grandparents, I can't remember).