C,

Be really careful with this one. I did it thinking it would help. All it does is protect my job. What is has done is caused me to work more hours -- my hr dept is requiring me to work at least 8 hours per day (and I work more than that to keep up since I'm an exempt / salaried employee). It also means that my hr dept requires a doctor's note for every use of the leave, and they actually call my rheumy to verify every one (see the discussion post for "fired").

Technically what it should do is allow you to use the leave periodically when you need it due to the chronic condition. It does not do anything for you as far as money goes; you will either need to use your accrued time or go unpaid for those hours.

MY paperwork was originally completed that I needed it until I was in remission, 3 - 6 months. It had to be revised to include physical therapy, since my hr department was only accepting doctor's notes for time actually spent in the rheumy's office.

I would think of instances when you think you will need to use the time (rheumy appts, flares, lab / xray appts, physical therapy, etc, and then find out what the rheumy will actually complete the form for, and what procedures you need to follow for the rheumy to follow though. For instance, if you have a flare, can you call them to let them know or do you have to make an appt the first morning you miss work due to a flare so you can get a doctor's note, etc.

I say be careful because in my instance it has opened me up to some really unfriendly actions from my hr dept. Its not just me: they are also going after a friend who has had a complete masectomy, chemo, radiation, and now reconstructive surgery. Of all people to give a hard time, a cancer survivor?

Another friend gave me an article, though, a report from local business who fired a woman when it became knowledge that she had MS and was taking medication during work hours. Lots of laws broken by the employer, but still had an effect on the woman's ability to make a living.

Anyway, it seems a double edged sword either way. Be careful.

If you have access to legal advice, talk to them as well.

My doctor said I needed FMLA intermittant leave for appointments, treatments and flares that are unpredicitable and make it impossible to perform any of my job duites. Mine was approved, and all I do now, is bring in a statement from the doc saying I still need FMLA every two months. No hassles from my employer. That would be a violoation of FMLA laws, and my employer seems to know it. Best Wishes, V

P.S. My FMLA ppw covers April of 2011 to April of 2012

When I was first dx with the Chronic Fatigue Syndrome, my DH was able to get intermittant FMLA for my illness to care for me on the days I was unable to care for myself due to the fatigue. Ford did send it back the first time for some clarification, but we were able to get it approved.

It was helpful. At that time we only used two days of the leave because there were so few where I was truly incapacitated. But with him working 3 hours away it was good to know that if I needed him he would be available. My work is pretty flexible, but I am thinking of applying myself for the fall.

I do agree with Madi tho that it is a double edged sword(which is why I have not yet applied). Hang in there...they are great when they work.....and a nightmare when they don't.

Marianne

I last filed for intermittent FLMA under the US Dept Labor in 2010. I'd filed two years in a row because the employer I worked for penalized me on a work evaluation for missing 5 work days in a year. The law is on your side. When filing intermittent FLMA you can take a total of 12 work weeks off a year. If you work a 5 day a week schedule, that's a total of 60 days. You can take your 60 days one at a time, two or three at a time, or whatever combination you need providing it is within the time fram your doctor writes on the form.

Madi has several valid points. Filing intermittent FLMA papers protected me as far as being written up but angered my employer and made work conditions less than ideal, but my job was protected as far as absences. "At will" employers can terminate you at any time. If you can link it to filing intermittent FLMA you have a law suit for wrongful termination and possibly discrimnation ... good luck proving it.. they will almost always say that it was your attitude or something else subjective that is your word against theirs.

Hi candy, I guess each job is different with this FMLA. For a job to call I think that might be a slight violation of Hippa. (Right to privacy). I do understand that some places want to check. I do not abuse my time and I actually it was my immediate superb=visors years ago who suggested that I put in the paper work because she could not justify the time I was taking off and requesting off for MD visits. I was off today and was in so much pain that I could not move around until 3pm. I was taking Tramadol and the pain did not start to break until around 3pm. My doctor used to fax a note to work, but now he wants to see me if I am out for 2 or more days. I take part of the day to go for doctor visits as most of my doctors work as I do Mon - Friday 9am - 5:30pm. I work a ways away from where my doctors are so the time I am leaving work is also the time the offices are closing.When it is an appt. I will bring a note. If I am out for 3 or more days in a row I will bring a note. For one or two days I don't really need a note. The FMLA states that I can have a flare lasting for a few days. The longest flare I had was a few years ago and it lasted for 5 days. I had my primary doctor fill out one form and the Rheumatologist because I have asthma, hypertension and RA. We are immunosuppressed so the winter can be rough. I have had bronchitis 2-3 times and pneumonia twice. One cannot help it if they have a chronic illness. You should read up on FMLA to make certain that your organization is trying to intimidate you are not give you what you are supposed to be getting. Good luck and keep us posted.

P.S. My paper work has to be renewed every 6 months. Yes please make sure that the job is not trying to violate any FMLA laws. It is a law that Bill Clinton put in place and regardless of whether your job likes it or not it is here to stay.

Thanks for the advise and cautions. I am in a different position that a lot of you in that I am on disability and I am employed through a non-profit that works to help disabled get part-time work. They are fully funded by the government. I also work from home so anyone wanting to give me dirty looks would have a hard time. I know it means no money for the time I take, but I still need to get time off. I requested 5 days and was rejected because I sent the email to the wrong address (same person). I fixed it, but I got punished anyway. The time I requested mysteriously disappeared and I have to wait a month for any days off. If I don't get away and rest, I am going to go off the deep end. I am not worried about repercussions. I think my employers ( I am contracted out to another workplace) have to be extra careful because they are dealing exclusively with the disabled and the government. Anyway, thanks to all. CandyMaggie

You do need some time off, CM. I am a little concerned about your fatigue and pain levels. I am so, so happy I filed FMLA. I don't get paid, but I don't make myself sick with worry that my employer is going to fire me because I had to take an unscheduled day off. I had no idea how much that stress was affecting me until it was gone. Take care of yourself!