This is terrible....

[piemma]

Listen, when you are an "at will" employee, they can do anything they want. I worked for a national company NYSE listed. I was the top sales guy for 13 quarters wiht over $15M in software sales. Had quad bypass surgery and was out for 90 days on disability. They fired me the day after I returned to work

[The Dad Fisherman]

Originally Posted by piemma

They fired me the day after I returned to work

That sucked too, didn't it.


I know It happens to a lot of people but it still doesn't mean its not terrible.

[piemma]

No I agree. It is terrible but there is virtually nothing you can do about it. I threatened medical discrimination and they gave me a good severance package but it still sucked.
My point is that unless you are self-employed or have a contract with your employer, you are flying without a net.

[striperman36]

Totally agree.
Very hard to foster loyalty in that case. As even being an owner, minority partner , you can walk in and be out before you can say, 'at will'

[afterhours]

my boss sucks, makes me work 60 hrs+ a week. bassturd made me miss spring run.

[MoroneSaxatilis]

Originally Posted by piemma

unless you are self-employed or have a contract with your employer, you are flying without a net.

Sometimes even a contract doesn't help. I was with AT&T for 4 years. We were one of the last union offices in the country and had a great contract. Terrific wage, unbelievable bennies and plenty of vaca time. When someone needed or wanted to miss work for a medical reason, with a doctors consent form, the employee could miss work and even collect disability pay. However, under either the contract or the way the law is written, once an employee "used up" all of his or her FMLA days, he or she was required to then use vaca time to stay out of work, even if a doctor said the employee could not work. Once all vaca time was used, the absence was unexcused and the employee had to meet with an attendance manager. First occurance: verbal warning. Second occurance: written warning. Third: Dismissal. This held true even if the employee or employee's immediate family had life threatening illness.
When I started there, we had over 800 employees in our office. By the time I left, we were down to barely over 300, most gone through attrition and not replaced.
The moral of the story: If you work for AT&T don't have a fatal heart attack without checking with your attendance manager first to see if you have any FMLA days left!