I don’t think it’s legally allowed, but checking just in case.
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Depends on your state since each is different. Bny thinks they can do what they want but your state laws protect you if you are approved for it.
@hc
Yes. Also locations. And there is a major difference in how the company applies benefits for maternity vs. disability. They dont like maternity leave and are grinding an ax for it but this is covered up.
@e2 this is 100% depends on what department you’re in and who your manager and chain or reporting is. In my team maternity leaves have lasted anywhere between 4-8 months and their jobs were still there for them.
@ct
It depends with regard to disability. The company adheres to FMLA which ‘guarantees’ your job for 12 weeks. Then after that, BNY has a job protection policy of another 8 weeks. So, unless you return to work at BNY before 20 full weeks of being on disability, you technically ‘lose’ your job at BNY anyway. After 20 weeks on disability if you return, you must reapply for a position here. And we all know how that would go currently. These laws and the bank’s policy give a person limited time protection on leaves. But long term, the bank is protected too by not having to keep your job open for you. That means the employer also has the right to terminate the employee. However, this decision is typically made on a case-by-case basis and the employer must demonstrate that eliminating the position is unrelated to the employee’s leave. You can still receive benefits owed you, but after 20 weeks on disability, they may terminate you because effectively, your job protection is exhausted. The only thing they can’t do is use their favorite ‘jip and s.crew’ techniques on you (Pips, phony reviews, RTO etc. etc.). They aren’t ever interested in your welfare now.
@cr They won’t layoff while on any disability leave unless there is company restructuring and position elimination without rehiring. It would be too messy, retaliatory and would open them up to lawsuits. They most likely would wait until the person is back to work and give it a buffer of 1 to 2 weeks before lay off to ensure a clean break.
Depends on the reason and your state. These fools are just selecting random people without giving it a thought. My mgr said this is ridiculous and its going to result in alot of lawsuits
No special exceptions. Only people that perform and carry through the objectives in the areas needed. No offence. Just business
When I worked at that dump, I heard conversations with people very senior… very early in the morning when they thought nobody was around in the “ collaborative workspace” , we haveReporting to head of finance talking nasty stuff such as complaining about a lady being on maternity leave and she’s average employee best & if she needs more time off too bad we don’t need her
Also know of another woman who notified her boss that she will need maternity leave in a few months and suddenly they started trying to document a case against her - Fortunately, she called them out and demanded specifics and they had none.
This place is awful, and the people are awful….
Absolutely BNY can and have done so.
They can simply eliminate a location, team or role/ position and that’s all there is to it. They are an at will employer. As long as there is nothing related to a person’s maternity or disability, then they can swing the axe. The thing they don’t like about doing this, is that they are forced to pay full term severance on the persons length of service. Meaning, they don’t get to use their abusive magic of PIP’s, bad reviews or petty things like RTO to drastically reduce end payments and s.crew people. That is what they call ‘management’ nowadays LOL. Plus people on these leaves typically are paid by the insurance leave companies the bank uses as cover. Meaning, Robin likes to chow down on employees fully on the books instead to declare bigger savings.
Yep,,, BNY is pure filth. And they have all this figured out to maximum usage- for them.
They do whatever they want whenever they want extending into bribery and slander. Ask a lawyer instead.
@a1 curious to hear what bny would say under those terms cause its not doing any of those things and absolutely terminating people on fmla amongst other reasons
Absolutely they can and probably will
Unfortunately yes as long as the reason is not because the person is pregnant or because of the medical reason. As long as the company can show legitimate business reasons (restructuring, closure, financial issues, etc.), they are within their rights.