supportfriend5
New Member
My jurisdiction is: Ohio
I am searching for someone who can give the direction and questions to ask the corporate offices of a certain company that is refusing the proper documentation for hours taken on a FMLA leave.
The certification was issued on March 23rd of this year and the doctor requested the employee 2-7 days off a month at work to care for her father who has been diagnosed with Alzheimer's disease in the year of 2000. Since this is the first FMLA case within their employment history, I feel that they are not doing their job correctly.
The employee works an average of 30 to 35 hours a week, which qualifies her enough hours to be eligible for FMLA. The company agreed to the terms of which she assumed was going to be an intermittent schedule but the amount of hours per day taken for FMLA that she called off work to care for her father are unknown.
The following questions I have before we actually pursue an attorney:
1) Does the company have the right to take 32 hours of FMLA time for accrued vacation time? She was forced to take 1-week vacation when her father was hospitalized for complications from his disease.
2) Does the company have the right to switch requested personal time off her schedule and use those scheduled hours as FMLA?
3) What type of documentation is the company required to provide to show how many hours per week or per day when time off work was requested? All the company gave to the employee was a copy of a calendar with hand written days taken for FMLA time, which doesn't coincide with her personal calendar and payroll records.
Thanks for reading my ad and I hope to hear from someone that can give good advice.
I am searching for someone who can give the direction and questions to ask the corporate offices of a certain company that is refusing the proper documentation for hours taken on a FMLA leave.
The certification was issued on March 23rd of this year and the doctor requested the employee 2-7 days off a month at work to care for her father who has been diagnosed with Alzheimer's disease in the year of 2000. Since this is the first FMLA case within their employment history, I feel that they are not doing their job correctly.
The employee works an average of 30 to 35 hours a week, which qualifies her enough hours to be eligible for FMLA. The company agreed to the terms of which she assumed was going to be an intermittent schedule but the amount of hours per day taken for FMLA that she called off work to care for her father are unknown.
The following questions I have before we actually pursue an attorney:
1) Does the company have the right to take 32 hours of FMLA time for accrued vacation time? She was forced to take 1-week vacation when her father was hospitalized for complications from his disease.
2) Does the company have the right to switch requested personal time off her schedule and use those scheduled hours as FMLA?
3) What type of documentation is the company required to provide to show how many hours per week or per day when time off work was requested? All the company gave to the employee was a copy of a calendar with hand written days taken for FMLA time, which doesn't coincide with her personal calendar and payroll records.
Thanks for reading my ad and I hope to hear from someone that can give good advice.
