| Originally Posted by jak27 |
This is the first thing that popped into my head too. I don't know the regulations regarding how an employer can force time off, or what type time off can be required, but this definitely sounds fishy. And, quite frankly, if you want to take paid time off, you can, unless your company has specific guidelines and rules regarding approval for time off, etc, I would do some reserach and challenge it.
Only read half the posts so far, but wanted to respond... FMLA doesn't apply to companies with less than 50 employees. Basically, most companies (of course, depending on state) with less than 50 employees can really set their own policies and procedures as long as it doesn't violate protected status'es (sex, color, creed, religion, etc...)...
Now, here's the shade of gray tho and why there is a constant addition of definitions to this section of HR law: What is defined as discrimination within classes? The law is vague about what constitutes color, disabilities, etc... Example: A lawsuit could be filed for discriminiation based on physical traits like hair color. Yes, it's extreme, but seriously--- if a company shows negative treatment toward blondes as a whole, then yes a lawsuit can be filed.
But some of it also depends on whether your state is a 'right to work' state. Right to work states really don't have a lot of protection for employees outside of the general discrimination laws.
I would say there's probably something that could defined in the medical category. Especially with documentation. Would your doctor provide a written note excusing you for a recuperation period?