My 6 year old son has been diagnosed with adhd last august. We struggled throughout the school year with him and saw his pediatrician very regularly to make adjustments and find the right medicine that worked for him. Most of the time my wife took care of going to the appointments and picking him up from school when he was too much to handle. Her employer was very accomodation to her and let her leave as nessesary. Until it got where she was having to leave too often, I stepped in. Once the pediatrician ran through all of his options we were referred to a specialist or child psycologist to further test. This doctor ordered a lot of testing to be done. The main tests were a sleep deprived eeg and an mri. I had to stay up with him from 11pm until his appointment at 7 am. This is the day that I applied for FMLA.
About 2 weeks after I turned in my fmla papers, they called me up to the office to inform me that my day was not approved. This caused me to get an absence which got me terminated. I don't know much about how FMLA works and I probably misunderstood how to use it. I really wasn't given a chance to see if the doctor filled it out properly or does this type of situation just not qualify for fmla leave? It just doesn't feel like I'm in the wrong.
I've been with the company for almost 7 years and never given them a reason to terminate me. In a rolling callender year, we are allowed a max of 6 absences. From 6-1-08 to 6-1-09 I used 5 of those absences to do doctors appointments for my son and I've had the one or two oversleeps that count for half an absence. The unapproved day cost me my 6th absence. They suspended me for 3 days, then they had the option to bring me back with backpay, bring me back without backpay, or terminate me. For whatever reason, they chose termination.
About 2 weeks after I turned in my fmla papers, they called me up to the office to inform me that my day was not approved. This caused me to get an absence which got me terminated. I don't know much about how FMLA works and I probably misunderstood how to use it. I really wasn't given a chance to see if the doctor filled it out properly or does this type of situation just not qualify for fmla leave? It just doesn't feel like I'm in the wrong.
I've been with the company for almost 7 years and never given them a reason to terminate me. In a rolling callender year, we are allowed a max of 6 absences. From 6-1-08 to 6-1-09 I used 5 of those absences to do doctors appointments for my son and I've had the one or two oversleeps that count for half an absence. The unapproved day cost me my 6th absence. They suspended me for 3 days, then they had the option to bring me back with backpay, bring me back without backpay, or terminate me. For whatever reason, they chose termination.
