I used 2 weeks of fmla, last year. So, I only have 10 weeks of fmla right now. I do not have STD. But do have LTD. which kicks in 90 days from being written out of work. My question is...if I take my 10 weeks of fmla. I will be about 14-17 days shy of the "90th" day out on fmla. Am I still entitled to my LTD? I know I'll probably be fired once my Fmla runs out. But, is there anything I can do, I.e. pay my benefits, insurance for the shortage of days, before 90days? I'll have a doctors not for the 12 weeks. I just don't know if I can get the LTD. I've been employed for over 12 yrs, & am in good standing.
I was approved for re-certification FMLA in March 2013 for my own serious health condition. I did not purchase STD at the start of my employment & now I am ineligable, my employer does provide LTD though. My DR. wants me to go out of work for 3 months but I do not have any more paid sick time & no savings. My DR said he fills out this form (#1663) through the Pennsy DPW & says that they should provide financial assistance BUT I CANNOT GET ANYONE ON THE PHONE to answer any questions! Are you familiar with this type of aid?
I am on FMLA (12 wks job security) and STD (50% average pay for 12 wks). STD is set at 6mo. While this is not work comp (although I did file a security report which was for a work-related injury and haven't been contacted about it...), I sought out my own treatment elsewhere for mold toxicity from my workplace (which is being investigated by OSHA/NIOSH/and the city code enforcement). Hopefully the proper remediation will be enforced and it will be a safe environment for me to return to long enough to give proper notice (I no longer wish to work for this company after 17 years bc it has made me literally sick from the neglect and covering up of the mold for so long instead of addressing it). I had to use the 4 sick days and 1 vacation day that were needed to supplement for getting 20 hrs a week pay while on FMLA and STD for 12 wks before I was able to get the forms submitted... My question is if I DON'T ask for those to be credited back into supplementation from the retroactive start date of my STD (which started on the 1st day of taking those days), will I have to repay those benefits should I not return?? If the work environment is not safe I cannot return, but even if it is, I no longer want to work there. So how/when do I quit so I don't lose benefits or owe anything? And when can I get a new job while receiving benefits when my limitations are only specific to those conditions affecting my health from mold exposure at my "current" job?
Our company uses Prudential for maternity leave and throughout the whole process...Going to HR, Calling Prudential... I have had little to mixed to no information given to me until recently. I got with my HR person and she told me that everything I needed to know would be through Prudential...to call them. I called and set things up, but had no explanation on sick time. My direct supervisor told me that since I have Prudential I won't get occurrences. However, no one explained to me that I would need to call and notify them. I now have to find someone at work who I trust to give me the dates that I have had to call in sick since September and tell me how many occurrences I have accrued. My supervisors should have come to me and mentioned something sooner... shouldn't they? I'm almost at my due date and the head supervisor (we have three under him) for our department said that I should look into short term disability to cover anything else I need off so that I don't get any more occurrences. So that tells me they have known all along and plan on doing nothing about it? I called and talked to Prudential today and they said that I already have this under them...that I need to call and tell them any time I call out due to prenatal complications. I plan on reporting all hours that were given occurrences, but what happens if my managers don't wipe them off of my record? None of them have been very helpful through this transition. They just say oh we will set you up an appointment with HR who then repeatedly tells me that everything is through Prudential. I just recently found out that Prudential covers up to a certain time and then our company covers us, but our jobs aren't secure through their leave time. I don't know what to do, but I don't want to get screwed by this disorganized company. Any information would be greatly appreciated to cover my "assets."
Yasmin is a 32 year old British Asian woman living with her three children in a Housing Association house. She left her family in Pakistan when she was seventeen, to live in the UK with her married sister and to enter into an arranged marriage with the brother of her sister’s husband. She has little education, no work experience, and has recently taught herself to speak English.
Tasha, a white British woman, lives with her husband and four of her five children (ages 9 months – 21 years) in a privately owned home. She is unemployed, living with condition affecting her joints, and is registered disabled.
Stephanie is a 39 year old professional single white British woman, living by herself in a privately rented home. She works full time as a finance manager for a large organisation and does not have children.
Lolita is a 20 yr old black mixed race woman, living alone without children. She works as a school Sports Coach and plans to study for an NVQ in healthcare in order to access Midwifery training. Her domestic violence support worker is helping her with handwriting and other skills.