They might seem protected under federal law but watch closely and you will see compliance issues arise in those who have been out. Old tactic used to press AM's to get rid of the crap, in this case unfortunately it happens to be some who were legit in being out ill or some other circumstance. You must remember EDMC will do whatever they want to those employed, laws are just something they overlook and will do. They will create a paper trail to show an ADA's poor performance with observations, find a level 3 or 4 and poof! you are gone. The conversation goes like this...At this time Mr Smith, your services will no longer be needed, we have your personal items and will be giving you those momentarily, all other items will be mailed to you. Your badge please, thank you. FMLA does not matter because once you return you are now subject to still hit your performance matrix based on the time you are working during an appraisal period..., funny how leads can turn sour or cold...no enrollments, poor persistence....you basically will fade away....
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They can't if they are on FMLA. You are protected by federal law even in PA.
Former is correct. Anyone on leave or used leave is at risk
they will layoff those who took short term or long term first, trust me I have experience in this area with edmc!
It wouldn't be performance based. I am assuming the posts is implying the bottom of the totem pole.
Shut up
Although I see the logic laying off the bottom 1/3rd for performance reason, I don't think they can actuallly that. Technically we are not supposed to be judged on 'performance' and targeting the underperformers and laying thrm off would just cause more of a headache for the company. Employees can sue for disxrimination, being targeted and a whole other bumch of shit. If there's a layoff they are going to have a mixed group, bottom 1/3rd makes no sebse.