Disturbedcalm
New Member
My daughter was diagnosed with high functioning autism last spring. She has been in speech/group therapy since summer. I informed my supervisor of this. Do to appointment scheduling, time off needed was minimal.
Due to the unexpected passing of my boyfriend's father in late December, I ended up running out of vacation time at the end of the year, and was AWOL for a couple hours. I had plenty of sick time available, but due to company policy, sick time can't be used if vacation is already scheduled.
After this occurrence, my supervisor suggested that I file for FMLA for my daughter's treatment. A day or so after requesting the paperwork, I received the forms. A couple days after that, the head of the department announced that all department employees are to report to the main office at the end of the month.
HR has already calculated that I qualify for FMLA, based on my work hours. However, having to report to the main building would create additional hardship in making my daughter's appointments. It would require over an hour commute on public transportation just to get to my car, then having to pick her up & take her to the specialist. Her appointments are in the evening, and I would have to leave work two hours early to make the appointment. My current work location allows free parking on site, and only requires a 20 minute drive to pick her up.
I have submitted the requested forms, including the provider certification. Upper management verbally requested a written explanation regarding the leave. I did not give my daughter's specific diagnosis, but explained the hardship the work location change would make in an email.
Can the work location change be prevented due to the hardship it would create regarding my daughter's appointments?
Due to the unexpected passing of my boyfriend's father in late December, I ended up running out of vacation time at the end of the year, and was AWOL for a couple hours. I had plenty of sick time available, but due to company policy, sick time can't be used if vacation is already scheduled.
After this occurrence, my supervisor suggested that I file for FMLA for my daughter's treatment. A day or so after requesting the paperwork, I received the forms. A couple days after that, the head of the department announced that all department employees are to report to the main office at the end of the month.
HR has already calculated that I qualify for FMLA, based on my work hours. However, having to report to the main building would create additional hardship in making my daughter's appointments. It would require over an hour commute on public transportation just to get to my car, then having to pick her up & take her to the specialist. Her appointments are in the evening, and I would have to leave work two hours early to make the appointment. My current work location allows free parking on site, and only requires a 20 minute drive to pick her up.
I have submitted the requested forms, including the provider certification. Upper management verbally requested a written explanation regarding the leave. I did not give my daughter's specific diagnosis, but explained the hardship the work location change would make in an email.
Can the work location change be prevented due to the hardship it would create regarding my daughter's appointments?