For those in AZ: I just consulted an attorney. I found the discussion quite helpful. Each FMLA/MLOA case could have different concerns and considerations depending on how the specific need behind the leave.
It was a well spent $250. Gave me lots to think about.
http://www.yourazlawfirm.com/meet-our-attorneys/christopher-houk/
If your manager cannot prove that he/she provided periodic feedback for improvement last year, you might have a case. Do due diligence before signing away your rights.
Yep, same herebwith ISP. FMLA for surgery for one month late last year with SL4 first time ever in over 10 yrs of good reviews /stock. (SSL1-3 only and succeeding/exceeding reviews) Female over 55. Gone now.
yes, i was on med leave last years for couple of months
which lawyer in OR?
@wlq -- I'll let you now after I meet with my attorney tomorrow.
I am in the same boat. I'd like to see the ratio of male vs female, and across age groups for those taking FMLA and being let go. Maybe someone in HR could leak that, or you can request and get it.
Agree with filing a complaint with EEOC. However, do we not have a good chance of winning the lawsuit if no documentation exist that we were notified our contribution was lower that peer ?
The current focal review situation opens the door WIDE open for discrimination against anyone who took leave in the past year. All it takes is for a manager (who is under pressure to meet focal distributions for ssl4/5) to think "well... they did less than their peers..." They check the box for a lower stock grant, that individual is labeled a substandard employee and they are out the door.
It is not SUPPOSED to happen. The managers are supposed to account for leaves in their assessment. But this is very difficult to do and is not enforced.
Escalation for ssl4/5 decisions now goes back thru the management chain that made or bought off on the decision in the first place.
It's a mess.
If it happened to you or you even think it happened to you, file that complaint with the EEOC. It may not help in the short term but it enough complaints are filed it WILL get attention. You can keep it from happening to someone else.
see this post, file a complaint with the EEOC @H713I5v Don't waste you money on a CA suit or an attorney, let the EEOC go after Intel....share far and wide
Agree
Let us sue Intel together
No
Hi I changed jobs in the last quarter going to get ISP today . I am in for sueing . I don't want intel money
People who have taken FMLA also have not received ISP or vsp......so I'm sorry you were not targeted
yes people on any type of leave including maternity and sabbatical have recieved ISP
count me in!
Can we all pool together and sue ?
yes