I have worked for Lowes almost 6 years and over that time I have called out very little. I am the type that always wanted to have sick time in the bank just in case it was needed. Fast forward to this year, My husband was diagnosed with Cancer and will need to have treatments every three weeks, which will take about 4 hours with drive time to the cancer center. I was just informed that I would be unable to use any sick time that I have saved to take him to these appointments. I was informed that if I do an occurrence will happen and if I reach 7 I could be written up or fired. I have never been written up before. I was told that I needed to apply for FMLA for intermittent absences and on the week that I take him to his appointments, they will adjust my schedule that week and have me work longer days to make up the time. The paperwork that I need to have filled out by My Husband doctor is very lengthy and time consuming. I am truly embarrassed at asking him to do so and for working for a company that places zero compassion for their employees. Your thought's?
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instead of relying on Lowe's managers giving you the wrong answers try reading the Law directly has posted.
FLMA is the law if they violate it your lawyer can get you a big fat paycheck. take notes names times who said what,
Apply for its federal law. They really don’t have a choice. Clinton signed the bill years ago.
It’s true that taking sick time counts against you without having FMLA. It is an occurrence every time you call out. Take it from experience. File for FMLA intermittent leave. That way you can take off the days you need and not count against you. The doctor does have to fill out the paperwork.
They're either lying to you or have no idea what they're talking about.
Yes, you can use sick time for that. If I understand correctly, you're going every three weeks for his treatment? If you're not scheduled off, or requested it ahead of time, then yes, you can call out and use sick time. It's not an occurrence if you have sick time. Now, if you call out for three consecutive days, the store may ask for a doctor's note if they choose. If you're going to be out longer than three days, you have to take FMLA.
If they start reprimanding you, call AR. Also, start asking for record of conversations with who, where and when. You do this by writing emails after conversations. If they don't respond, who cares, it'll look worse for them. Second, Start keeping records if doctor visits, doctor recommendations, AR conversations, etc.
If it is made hard for you and your family, all of this can/will be used for future escalated actions by yourself via lawyers.
I am so sorry about your husband and hope he has a good outcome. Do their silly paperwork and keep records. You will keep your job and insurance. When I left lowest I had 320 hours of sick time accrued. They don’t pay it out as we all know. I will now tell anyone that you should use all your sick days every year every time. One day at a time for long weekends or kid’s plays. Whatever you like. Those are your days.
More sad examples of Lowe’s having no compassion for associates and their families. The executive staff should be ashamed of themselves.
Im in a similar and I've already spoken to a lawyer about. If you are looking to basically looking negotiate the terms of you terminating your employment it will cost the 3k to retain them and 35% of any settlement you get. If you don't to do that open a case with HR. Make sure you you have you eCars and all the dates you have reported to Sedgwick the coincide with the dates they have or are trying to write up for. Your job doesn't care about so use your leave and take care of your husband.
You can use sick time for any days you miss under FMLA. If Lowes tells you otherwise it clearly states in the policy and procedure sick time can be used to cover time missed under fmla
Sorry for your struggles but fill the paperwork out and also do the footwork. They can’t fire you or write you up. you would have a good lawsuit get FMLA
Sad to read that. When I was undergoing chemo 10 years ago, store adjusted my schedule so I'd have chemo day and recovery day off. My wife's employer gave her chemo day off to accompany me.
I hope your husband has as good an outcome as did I.
If you don’t have FMLA though then yeah it can be held against you.
You can use your sick time with FMLA to care for a family member. Whoever told you that you can’t dosent know what they are talking about and that can be a violation of company policy on their part.
You can't be that naive to think that this company gives a s*** about you or your loved ones