I resently has a seizure after a very rough hysterectomy. Nerologist says that it was more and likely from the trama of surgery and the likelyness of me having another is not. State law says that I am not at liberty to drive for 6 months with meds or 12 months with no meds. Here is the problem I work and have to take 4 yr old to preschool across town. My husband works and has to be there by 7a the preschool doesn't open until 7a. His boss WILL NOT allow him to be 7 to 8 minutes late until I can drive. I will walk to work across the street a 12 minute walk.
If you are a employer would you be willing to work with your employee during this short time frame? Why or Why not?
Any suggestions to help get us by during this time frame? Changing preschools and going to in home child care is not an option. She is enrolled in a program that is helping her with her speech.
Could this be covered under FMLA? FMLA covers time missed from work due to the care of a family member, including a spouse, parent.
I would start with the preschool, explain what has happened and ask if there is any way you can drop off ten minutes early for the next six months. I know the preschool my kids went to would have done it for me. They seem to have a bit more compassion than bosses, ya know?
The next idea would be to see if any of the other kids live by you. Perhaps a mom would be willing to drive there if your husband can drive home.
I would see if your husband's boss (with a letter from your doctor attached to a copy of the state laws) would allow him to take his sick time in increments. I am literally talking about taking 15 minutes of "sick time" each day and logging 1.25 "sick hours" per week over the course of 6 months. This adds up to 30 hours of sick time (or 4.5 ish days).
Some companies have a strict policy regarding how sick time can be used and how it can be broken up, but it's worth asking. For instance, my office would be OK with the above described scenario... my husband's old company would not have been. They had a "half or whole" policy- no increments. His new company would allow him to take time and then log it in at the end of the week.
Have your husband schedule a meeting with the HR coordinator and see what they can do to work with you. Technically, they don't have to but it's really worth asking!
Is there anyone else who could drive the kids? You could offer to pay a neighbor for that period of time.
I would have your doctor begin drafting a letter regarding the situation to give to your husbands employer. Then contact his Human Resources Department. I know there are some jobs that people are working on an assembly line or something that would probably be difficult if an employee was late each day. If your husband's situation is not one of these he needs to get HR involved. Of course, he should be prepared to offer that he'll take a shorter lunch or whatever he needs to do to compensate. Unfortunately, some managers are just really power hungery and love to put the screws on people.
Keep Fighting, Good Luck!
M.
I'm just curious as to what your husband does. Is his bosses inflexibility warranted? I suppose there could be some jobs/positions out there that inflexibility is a necessity. Your post doesn't give us enough information to determine if that is the case.
If your husband is in an inflexible position than I like Jo's idea of working with the preschool.
If I were an employer, I would certainly work with your hubby - we're only talking 10 minutes or less. If it's that much of a problem, he could make up the 10 minutes with shorter lunch or work 10 minutes later. That seems ridiculous that they won't work with him.
Is there any chance that you could take your child to preschool in a taxi? Can a friend drive him for this short period of time? Bus maybe?
Can he alter his work hours? Is there another mom who would be willing to split the drive? Do you have family in town?
I think the boss sounds horrible and a chat with HR is in order.
Ugh, that's tough. Sounds like your husband needs to talk to the Human Resources department because there should be some way to address this situation, based on your medical condition. My first thought... does your husband work for a company which is large enough to meet the FMLA requirements (over 50 employees, as I recall)? If so, maybe he can set something up so he takes that leave in 15 minute chunks.
HR would be the first stop, I think.
Is this the only seizure you have ever had? If so, then you probably aren't "officially" classified as having seizures (here, they do not make that call until you have had a second one - only then do they run the tests to determine them). Not sure the law really applies to you at this point.
With my husbands job he wouldn't be able to be late either. I would go to the preschool. With the circumstances they maybe more understanding. I don't see how his boss not being understanding would be any different than the preschool not understanding. If that fails I would be calling some major favors from family and friends lol! GL!
FMLA might apply but I"m not sure. I would check with his HR department. We have and would work with an employee with this type of situation without going the FMLA route. Happy employee makes a good employee. Just good business sense!!
Wow, that's really crappy. He'd just be a few minutes late every day, I can't believe they're not willing to work with him.
Has he talked to HR?
My first thought was FMLA, but that would not work in your case. This is for those that must care for an immediate family member with a serious medical condition. Unfortunately in this case the reason for him being late is not to care for you, but to drop off your son, so it does not qualify for FMLA, based on what you have posted.
That being said he should really try working with HR or try talking to his boss again. That is a really crappy thing to do, unless there is a very good reason why they cannot accommodate the request.
Try to see if your husband can get INTERMITTENT FMLA which would cover your situation even after the hospitilization.
