MCTD Support Group
Mixed connective tissue disease (MCTD) or Sharp's syndrome is a human autoimmune disease in which the immune system attacks the body. MCTD combines features of polymyositis, systemic lupus erythematosus, and systemic scleroderma and is thus considered an overlap syndrome. MCTD commonly causes joint pain/swelling, Raynaud phenomenon, muscle inflammation, and scarring of...
My boss is upset with me because I haven't held enough one-on-ones with my direct reports. She says the job requirement is the same even if I don't work a full week. She expects me to attend just as many meetings as I would if I weren't on FMLA. She told me she was going to contact HR and see what her options are with me. I am stressed beyond belief and I'm having a flare. I don't feel like I can take FMLA without getting into trouble with her. Anyone have any input on that?
This may help:
http://www.dol.gov/whd/fmla/employeeguide.pdf
Good luck,
Gabrielle
carefully when dealing with FMLA. Apparently they are within their
rights to move an employee to a different position WITH EQUAL
PAY AND BENEFITS, if they feel that the intermittent absences are affecting an employee's work performance. However, we have a number of employees with FMLA for everything from a child's asthma to anxiety disorder, severe depression, migraines, carpal tunnel, etc. and none have ever been moved as far as I know. In fact, one clerk with depression was back to decent attendance until her FMLA renewal date rolled around, then she proceeded to call in sick for seven weeks, maybe showing up just 2-3 times. But they can't touch her...meanwhile, another clerk in same dept. was fired for excessive absenteeism because she was not protected by FMLA.
I hope you at least have some supportive co-workers who understand that your limitations are legitimate...I don't envy your situation.
Good luck!
Nancy
Another thing to do is make sure that you keep a log of what you're supervisor said and did, and when she said and did it. Also, what days you were absent or late, and exactly how late you were.
Typically, managers will backtrack once they are investigated, and say thing like, "no, I never said or implied she had to attend meetings when she was on FMLA leave."
"I beg your pardon, sir, but you are mistaken. On August 27th, 2013, we met in the break room, and you specifically said I was responsible for attending "just as many meetings."
Do not throw this in his or her face unless the manager brings it up, and your lawyer says it's okay, and never, ever, lose your temper. Avoid crying. That's what we are here for.
Never make threats. Only act decisively, and only when your attorney advises, with no warning whatsoever. Never show your hand; do not give your manager time to prepare a response. Do extra work on the days when you feel well enough to-- there are probably other parts of your job that are fine. Be pleasant to your manager when and if possible; don't walk around with a cloud around your head at work. He's the one who does not know how to behave in the workplace; it's very easy to fall into the trap of following his example.
Also, keep a record of any correspondence in e-mail that you have with your manager or HR. Forward yourself copies of correspondence, provided your lawyer says it's not in violation of policy. Usually, there's a way you can do this, even if it means printing e-mails.
Then the trick is to do all this without driving yourself crazy. Go to work, do your job, keep your log, call your rep or your lawyer. Then go home and live the rest of your life.
I've been there. I know how hard it can be. Be strong.