bkhamilt8216
New Member
I started working for this company is May of 2004. In October 2005 my husband and I welcomed our first son who seemed to come with a whole laundry list of medical issues. Throughout his first year of life my attendance got a little rocky as I needed to take time off to care for my child. I was placed on "attendance probation" and eventually ended up leaving the company to care for my son in Oct 2006. My son was eventually diagnosed with Autism, as well as (PVL) Periventricular Leukomalcia And so I needed to return to work to afford his medical care. I spoke with this same employer about what was going on and was able to resume my positon. I continued to have attendance occurences dealing with his illness and eventually was given a written warning. It was at this time that my childs DOCTOR not my employer informed of my rights under FMLA. In July 2009 I was approved for FMLA. So here is where I'm wondering if my rights were violated- by accident i noticed on my HR website that my employee status has been changed from FULL TIME to PART TIME. When i questioned my supervisor about the change he said he didnt know anything about it. So the following day I contacted HR to see what was going on and was advised 1st that my FMLA certification was up even though my doctor wrote on the certification that this will be a life long battle for him but I guess they have a 90 day recertification requirement which I was never made aware of nor was it on any of the paperwork i completed to be on FMLA. My FMLA certification was up on 9-21-09. I have missed several days between 9-21 and today and am being penialized because there was no FMLA in effect- This is coming from the manager of my department. When I spoke with the HR person who coordinated my FMLA she advised me that she is still "researching" everything but she did go ahead and tell my Supv. that my FMLA is still in effect?? So now she is making an exception. I thought the rule was 90 days?? This is after i mentioned going to the labor board. She knows she dropped the ball. However my job is still in limbo and my department is unwilling to go back on the status change. If according to HR i am still on FMLA then why am I being punished for taking FMLA time?? If your are able to help at all I would really appreciate it!