I was placed on a performance review for the next 3 months after coming back from FMLA because my wife needed surgery. Obviously Verizon does what they want, and saves who they want, when they see fit. I’ve never been on PIP before and how could they even PIP me since I was on FMLA. Obviously I didn’t get enough quota relief to hit 80% . This company is a joke, and it’s already hard enough to hit quota as it is in the SEM.
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If you take FMLA and your a retail rep, it’s my opinion that you’re putting a target on your back. I wouldn’t be surprised if upon your return you have the worst shifts and lots of additional coaching observations that list your lack of required behaviors such as failure to show hum to every customer. This way there is a paper trail they can use to justify managing you out of the business before you get fired so they don’t have to pay unemployment.
When I was in the stores if you took FMLA, upon return you received “additional coaching” so they could document behaviors of you not showing what ever the flavor of the month was (flavor this month is Hums I hear). Once enough coaching observations were conducted they could “manage you out of the business” which is way better then having them fire you because they don’t have to pay unemployment if you quit.
A guy I worked with took FMLA for a sick family member, when the guy came back from FMLA, he was forced to move to a different store that was much less desirable. VZW should be ashamed of how they punish employees that take FMLA for legitimate reasons.
I wonder if enough people have been punished coming back from FMLA to justify a class action lawsuit?
VZW is not allowed to punish you or retaliate against you for taking FMLA leave. It is federally protected. I don’t believe this post.
If I’m on FMLA am I let go?
Anyone else experiencing this? I persoanally know of a few other folks that came back form FMLA and we’re punished.
That's the issue with Verizon. Way too inconsistent. I have a rep at my store with iFMLA. He's supposed to call in his time within 72 hours MetLife/ Sedgwick or else it's counted as UIA. Well he was all the way to a second FWW and then he threatened legal action and he's no longer on write ups. This rep is also a non performing rep that has never been placed on a pip. It's f4ustrating to watch the good ones suffer while others game the system and face no consequence.
@rcy no I'm am not Union or management.
@RCQm33X - I am a first level on wireline side and was out on FMLA/STD in my 29th year and I am still here two years later.
There was a rep in my first store who was out on FMLA for every iPhone launch through Christmas season a couple years in a row. When he did work, he misled customers about fees frequently. He still works there.
@eep Thats because your are in a union/craft position. You have more protection...for those who are non union or mgmt, taking FMLA is a red flag and likely to put you on the RIF list.
@cbp that's not true. I'm just a lowly rep in a call center and was out on STD twice in 2016 and once 2017 for a total of 20 weeks between the 2 years and am still working and got leading both years on PA. I also know of many others that go out on FMLA or STD frequently and they are still working for the company as well.
Standard operating procedure At Verizon. I’ve got over 20 years in at Wireless and I’ve NEVER seen anyone below director survive their return from FMLA. Even if you are a rockstar will just become RIF fodder if you go out FMLA. If you have to go out for a procedure they want you to take PTO.
Technically you don't " need" anything, my boss is trying to get rid of a rep that the uppers don't like much and he is a top performer
Start updating your resume', the time is near
You need to get two negative coachings a month to be flagged for a performance review. Did they just submit them while you were out?