#fmla

I want to take FMLA to care for my mother with stage IV cancer. I have heard horror stories about positions being eliminated while on leave. Anyone have experience with this?

Today, I’m sharing a deeply personal experience because mental health in the workplace deserves more attention, understanding, and protection.
Over the past year, I have struggled with severe depression, anxiety, and panic attacks while navigating a difficult employment situation. The stress became so overwhelming that it ultimately resulted in a psychiatric hospitalization and ongoing medical treatment.
What has been most troubling is not simply the impact of mental illness itself, but what I believe was a lack of compassion and support while I was seeking help. During a time when I needed understanding, I felt isolated, scrutinized, and uncertain about my future.
For more than three months, I have lived in limbo while dealing with documented mental health conditions, significant medical issues, and concerns about my employment status. As someone who sought protection through FMLA and raised concerns through internal reporting channels, I expected the safeguards afforded to employees experiencing serious health challenges to be respected.
Instead, my experience has left me questioning whether employees with mental health conditions receive the same level of protection and dignity as those with visible illnesses.
Mental illness is an illness.
Depression is an illness.
Anxiety is an illness.
Panic disorders are illnesses.
No employee should fear retaliation, career damage, or loss of livelihood because they sought medical treatment or exercised their rights under laws designed to protect workers during times of crisis.
I have filed complaints with the appropriate agencies and am pursuing legal remedies regarding what I believe were violations of my rights, including concerns related to FMLA protections, disability accommodations, and retaliation. I will allow those processes to determine the facts.
My purpose in sharing this is not to focus on one employer or one situation. It is to advocate for employees who are silently struggling with mental illness and serious medical conditions while trying to maintain their careers.
If sharing my story helps even one person realize they are not alone, then it is worth it.
Mental health matters. Workplace dignity matters. And employees who seek help should never be punished for doing so.

Question? I was just about to put in FMLA paperwork. I know this is a HR question but does anybody know how these things work or how to place it and then do the VSP. Is it better to just put in the paperwork and hold out for the layoffs?

Just wondering: I remember an old coworker asking and I don't recall the answer. Do we get our 5 weeks vacation in the 2nd year of our 104 weeks termination pay? I cannot find the answer in our Leg T CWA contract. Also, I wonder if I can call in sick in the 103rd week of payout and then go on paid disability for 6 months. Would I need to file FMLA? Am I entitled to any more entitlements?

Someone on my team is on a family medical leave and a fellow coworker said that they could still be affected in the layoffs. Can someone confirm please?

Are you aware of this?

Can you access the link from your personal pc?
I want to do it, but I don't have the access to the network due to fmla leave

I ask out of place of genuine curiosity. It seems lots of people on my team are chronically out on leave. It's a revolving door of people getting pregnant, mailing it in 9 months before pregnancy, using your PTO, being out for 6 months on maternity leave, mailing it in the year after your baby, and repeating the cycle. Then others are FMLA/medical leave and seemingly work like 60% of year. There's no way 1/3 of my colleagues are getting surgeries or getting cancer diagnoses. Is there something I'm missing? Is the strategy to work yourself to a bloody pulp and go on mental health leave for weeks at a time?

I feel like this place is a state-supported jobs program for Minnesotan women.

I have been informed that my termination will take effect after my return from FMLA/medical leave. After 12 years of working with the company, this is the outcome. honestly,just feel relieved at this point.

I was undergoing cancer treatment and radiation therapy when my manager asked me if I could work three days a week and take a part-time FMLA instead of the full disability leave. This would allow me to regain my rhythm and continue earning commissions.

I decided that this arrangement would be beneficial for my morale and overall well-being, so I agreed. However, two weeks later, I was laid off! I had been pre-approved for the entire year to receive 90% of my pay and full medical coverage. Now, I will lose my coverage and have no job or income while I am recovering. I spoke to a few lawyers, but they all told me that I was in trouble.

I need some advice. I was recently terminated while I was on FMLA leave and also approved for short-term disability. I have all the documentation, including doctor’s notes and medical records supporting my leave.

Is a company legally allowed to fire someone in this situation? Has anyone experienced something similar or know what my rights are?

Any guidance would really help. Thank you.

So, they are using RIFs to specifically target FMLA and people on Disability.

Sure would be a great time to take FMLA for anyone that can. It puts your job on hold and they cannot legally release you during that time.

I wanted to know if I lost my EARNED PTO (currently in bank) if I either resign or am laid off? I am plannning FMLA leave due to care for my spouse after surgery then I will be resigning and should have some PTO banked. Will I lose it or will it be paid out in final paycheck?

I hear this company is constantly settling lawsuits with the EEOC and DOL through their poor management and businesses practices. The Spielberger Law Group is handling so many cases they may just start a class action. If you’re being discriminated against for Age (if you’re over 40) or being retaliated against after FMLA leave don’t wait to go to HR and start documenting the process. Then go to EEOC and DOL websites and start the claims. Then contact an attorney who specializes in employment law.

Need some advice I’m
Planning on going on short term disability due to treatment needed I know my role is safe up to 12 weeks for FMLA how about if my short term is extended to another 12 weeks , I understand I may not be paid but whatever about the benefits like my medical dental etc do I get it keep those and pay my current share of cost per usual

In 2024, every single person in marketing that took FMLA or Short-term disability was made redundant! Everyone!

Okta is not about talent it is about authoritarian obedience!

I work in downstream, was given a date for severance in april due to reorg. Managers said I could post out internally but if I’m not selected. I will receive my severance. I was out on fmla leave last week, then I get the news today. I was escorted out. Is it normal to have gcc, phone, laptop, GI card and facility access taken? How would I be able to apply internally? Or was it a way of saying you’re fired? I have a lot of people depending on me. Just looking for help. 36 year old. Been with shell 7 years going on 8, not no more it looks like. Lol

While on medical LOA that exceeded FMLA protection I was informed that my portion was no longer available for me to return to, and that once I was cleared by my doctor to return to work I would have 30 days of unpaid leave to find another position before being terminated with no severance.
Of course it's pretty much impossible to go through the hiring process at corporate in 30 days, so i ended up being terminated.
After filing for unemployment I received a letter from the Arkansas Division of Workforce Services accusing me of fraud due to my indicating that I'd been laid off, but that Walmart had reported me as having voluntarily quit.
Fortunately I had documentation proving Walmart wrong, but I'm curious if anyone else has had this happen to them and if there might be a pattern of intentionality here on the part of Walmart to try and avoid reporting too many "quiet firings".

Can someone tell me how FMLA works for management and non management? Are they paid or unpaid days?

does it mean layoff? if someone gets a ‘below expected impact’ rating, does taking FMLA or PTO offer any temporary protection, or could HR still move forward with actions while the person is on leave?”

After 13 years with the company i was unfortunately amongst the many who were layed off. I was completely blindsided . I am currently on FMLA and was given the news on Friday. I was told I am entitled to severance pay , or that I have the option of resigning and reapplying within the company . With the current hiring freeze and not to mention I would lose all my years … this just seems to me like they want to save them selves from having to pay me severance.

Now that the storm has calmed I found out verizon has no heart! They laid off a girl in my territory who is 8 months pregnant! She was the only person affected in her location!! She is a couple weeks away from going on fmla and was just told she no longer will have a position after she gives birth! I am sad, angry, and disgusted by this decision.

Just because you were just let go, or know of others being let go, doesn’t mean the laid off 13,000 in a single day.

They got the higher paid, and the lowest performers off the books before the new year.

More waves are coming. ETA 12/20 and 1/20.

If I’m wrong, I’m wrong, however, I’m still quitting after I take advantage of my Fmla benefits next year. Good luck everyone.

I was on Maternity Leave and STD and it was determined that my performance was the reason I had been affected. Is this even legal? I thought that is protected by FMLA? Has anyone else who was on a LOA affected, too?

Has anyone heard about VcG customer service/loyalty? I don’t go back til December 21 st.

If i am on FMLA, am i gonna be saved?

Across my career, leadership has pulled the same tired scare tactics… threatening people with unemployment, dangling PIPs, and handing out code-of-conduct write-ups like candy. It’s always the same script: intimidate the workforce and hope fear keeps everyone quiet.

Then Dan strolls in and casually tosses out ‘layoffs’ like it’s his fun fact of the day. Another pressure play. Another attempt to make people sweat.

Well, on behalf of every corporate employee who’s done being toyed with: Dan, you can’t threaten us with a good time. I’m not lurking on this forum because I’m scared of losing my job. I’m here waiting on my check. And honestly? Even if you don’t lay me off, I’m out the door after my FMLA anyway.

What if I am on maternity leave (1 month remaining) and I get Rif’d in NJ.

Does my off boarding/warm period (90 days untill off payroll) begins right away or after FMLA/maternal leave is completed?

Currently on FMLA leave, am I safe? I have major issues with panic attacs, cannot drive or socialize - this does not help at all. I wish you all good luck. Love yourself no matter what.

Anyone else?
I've read several posts here and elsewhere that Cigna-Evernorth-Express Scripts Layoffs in first and second quarter of 2025 targeted employees with open, active, or recently returned FMLA. I was told job elimination. I was given 2.5 month with LHH but could never get communication from Rep for job postings. Spoke to co-workers in positions I applied that were hiring managers and they never received my application. There also seems to be several people over 40, within months of 20 years, and with high cost health conditions that makes me wonder why such a high percentage of this population seems to have been targeted when same/similar roles and titles of under 40 and without FMLA were not. Can companies access health records to thin the herd?

HR accidentally sent me a layoff notice and try to retracting it they already went to my cell phone. It happens the end of this week and I'm calling in sick with all my sick time and using FMLA.

I’ve been in claims for nearly 3 years, got a pretty good schedule where I work task work the entire day, I do my 5 task an hour, takes me like 15 minutes, I click my mouse multiples times so no idle shows up, and then I just play video games for the the better part of the day, and I know a lot of people are gonna come bi--hing and moaning about my post but idgaf lmao, I have a small community of people in SF that do the same, I was really into the work for the better part of 2 years and realized being remote there’s no opportunities to move up and now I don’t think I want to if there was an opportunity, I’m just gonna milk the system until I decide what I want to do next. Gonna learn how to use this FMLA and STD before I do up and quit. Cheers!

Asking here because I’ll never get a honest answer on company letterhead. You have so much FMLA time (12 weeks) then you have so much Short Term Disability (26 weeks), which can run concurrently. Do people who need to go beyond the protected 12 weeks risk weeks 13, 14, etc. being used against them when RIF time comes around?

What happens if you are laid off while on leave? How do they notify you?

anyone hear of the manager in protein that was fired the minute they returned from medical leave after being out for months. if that doesn't tell you everything you need to know about this company I don't know what will.

Has F5 targeted females who just came back from their maternity leaves in the past year in this layoff ? I heard atleast 3 such incidences.