Dear guys,
I am in one tough situation at work which is impacting me both personally and family.
I have been working for a public company for over 4 years. Have a good work performance every year with meeting expectations and in one year got over 4 rating.
Informed my immediate boss about we expecting a baby and how my wife is going though few health complexities.
our baby was also diagnosed with a small issue which would be recovered after 2 moths of the birth.
Told my boss that I would take Child care leave of absence. Wife doesn't have a formal maternity policy as she is a student at an university.
My company provides 6 weeks of child care leave of absence.
With the recent re-org, my boss was let go and I was put under a new manager. Things never worked for us. We are at poles different on opinions. I informed the new manager about me taking leave of absence after the child's birth and she looked least bothered.
Just 2 weeks ago, I was informed that my position is getting outsourced and I won't have a job in June and I got my termination date as June 20.
My baby's approx birth date is around May 15. I called my benefits to figure out if I can apply for Child Care leave of absence. I was informed that as long as I am active in the system, they can file a claim. I was told the leave of absence involves an FMLA claim concurrently files with a Child care leave of absence.
I was told by the administrator to inform my HR and manager about my intention of taking a leave of absence from the event triggered date.
Can you please suggest will this ever work and what I got to ?
With a covered event in my life and all prior headsup to my boss, will they decline my FMLA?
I appreciate your opinions and any suggested approach.
Just wanted to add additional data:
The Child care benefit is an insurance paid claim paid by a 3rd party Insurance company. However, the insurance company files a concurrent FMLA and the Child care claim together. I am not seeking any State unemployment
I am in one tough situation at work which is impacting me both personally and family.
I have been working for a public company for over 4 years. Have a good work performance every year with meeting expectations and in one year got over 4 rating.
Informed my immediate boss about we expecting a baby and how my wife is going though few health complexities.
our baby was also diagnosed with a small issue which would be recovered after 2 moths of the birth.
Told my boss that I would take Child care leave of absence. Wife doesn't have a formal maternity policy as she is a student at an university.
My company provides 6 weeks of child care leave of absence.
With the recent re-org, my boss was let go and I was put under a new manager. Things never worked for us. We are at poles different on opinions. I informed the new manager about me taking leave of absence after the child's birth and she looked least bothered.
Just 2 weeks ago, I was informed that my position is getting outsourced and I won't have a job in June and I got my termination date as June 20.
My baby's approx birth date is around May 15. I called my benefits to figure out if I can apply for Child Care leave of absence. I was informed that as long as I am active in the system, they can file a claim. I was told the leave of absence involves an FMLA claim concurrently files with a Child care leave of absence.
I was told by the administrator to inform my HR and manager about my intention of taking a leave of absence from the event triggered date.
Can you please suggest will this ever work and what I got to ?
With a covered event in my life and all prior headsup to my boss, will they decline my FMLA?
I appreciate your opinions and any suggested approach.
Just wanted to add additional data:
The Child care benefit is an insurance paid claim paid by a 3rd party Insurance company. However, the insurance company files a concurrent FMLA and the Child care claim together. I am not seeking any State unemployment
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