I'm just wondering who here got wrapped in the ROM process despite having ADA or FMLA protection? Was that a fair move or a plain disregard of labor law? What is your position on these matters?
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The company has stooped to a new low. Yet, I am willing to bet that that manager can recite The Behaviors from memory. Stay positive.
I am so relieved that my husband’s supervisor is allowing him to take me to surgery on Wednesday. He’s been with Chevron for more than 30 years. What a joke today: I’m having the cancer from my breast cut out next week and the boss says to my man, sure you can take the day off and take her to the hospital... “without pay”. The pay issue doesn’t hurt, the disenfranchisement from this company does. Boobs!
I probably should not post but, here goes..
I'm a company wife who just received a call from her physician confirming a diagnosis of breast cancer. FMLA would sure be nice. My first surgery is scheduled at UCLA the week of Christmas and my husband has to work on the date of surgery. Without FMLA our daughter and son-in-law have been so kind and offered to take me. They will be with me during surgery. I am just so sad and I need to get stronger. With any other company, the supportive ideal would be extended and my husband would be with me. The last few weeks have been pretty horrible :'(
ABU has a A latte' machine on every flood, but I guess that just special dispensation for having to be upside down all the time;-).
@3dhb should be happy with this since he qualifies as a brain donor.
There was people on FMLA in my office, one undergoing surgery (open heart) some time ago during a ROM. Got laid off, and couple of months later he was back in the office surrounded by nothing but silence and all his benefits; he needed to hire a lawyer. He is still with the company. Don't make assumptions on abuse or overuse, anyone could need FMLA protection at one point of their life and its better to figure out why companies like Chevron can get away with breaking the law and forcing employees to use legal force to make them. Shame on people who jump to conclusions and think people get sick on purpose. Agree that if someone is discovered abusing these protections should be fired on the spot, again, anyone could be involved in a serious accident or get a heart issue, get a grip!
No disagreement that Chevron needs to follow the ADA and FMLA, but make no mistake if Chevron thinks they need to rid themselves of you, they will. They’ll do it in a manner where no lawyer or EEOC will have any pushback. Chevron will include the perceived abusers in the list of layoff candidates. Chevron HR are pros at covering their backsides.
Chevron will have to honor ADA and FMLA, but only if the sacked employee files a complaint with the EEOC or an attorney.
@1tbm, the previous poster is referring to those people who “abuse” the ACA and FMLA acts.
-zra is right. Everyone who is on ADA or FMLA are personnel who are abusing these protections and not pulling their weight.
Guess an expecting mother should just pop out a kid on the way to work - certainly should not spend any time at home with the baby. Same for the dude who was in an accident and laid up in the hospital - should never have been in that accident.
Yep, they are all lowlifes and should be fired.
In my view, there should be no job protection under ADA or FMLA. The private job sector is one that making money is objective number one. Carrying employees who don’t pull their weight by abusing these protections should be cut out. Everyone has problems and issues to solve. Find a way to work around them without burdening your employer.