My wife and I are struggling to find the best course of action in our current situation. Wife is 8 months pregnant, due in <2 weeks. She is a pharmacist for a major retail pharmancy chain, and it was just announced that her location is shutting down due to staffing and she will be laid off in early June. She is currently in the midst of getting approval for FMLA / baby bonding time, but has been getting a major runaround from HR:
(1) they denied her leave because she is getting induced earlier than the listed due date, even though the requested date aligns with her induction date. They instructed her to resubmit with a different due date, even though they have record of her induction appt on the earlier date.
(2) she has not gotten a clear answer regarding what parts of her leave are full/partial paid
(3) she does not know how her leave request will be affected by the layoff. She has been told that her leave will not be affected, but we worry that will not be the case once she is given her standard severance and is laid off 2-3 weeks into her 12 week leave. She has gotten conflicting answers through different individuals in HR, and cannot seam to reach the person directly dealing with her request.
So how should we be tackling getting her leave approved in conjunction with her severance / being laid off? Clearly this is a lot to tackle in a relatively short period of time (<2 weeks). They wouldn't accept her FMLA request until it was <30 days out, so we are now under a time crunch after they've been dragging their feet. The rumor is she will be offered a standard 4 weeks of pay plus accrued PTO for severance, but we don't have a clear answer on whether her parental leave will be approved and for how long--or whether that can be factored into her severance package. Should we be reaching out to a lawyer or worker advocacy group to help navigate this? Any insights would be much appreciated.
Submitted May 17, 2023 at 03:41AM by Danny_ODevin https://ift.tt/MjAueyf
