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I have FMLA. My mom has Alzheimer's with Vascular Dementia. I am her only caregiver. She lives with me. I have good days and bad days with my mom. She is 69 years old. I am not ready to count her out just yet. My job has given me grief when I use the time to deal with home problems prior to me coming to work or leave early to care for her. I was told that the FMLA was only for doctor appointments and such. I provided my supervisor with another copy of my FMLA packet signed by my Mom's doctor that states daily care and such is to be done as well as doctor's appointments. I feel as though I am not able to take off w/o some backlash. What should I do? How should I handle this professionally?

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I agree with everyone who notes:  FMLA is your right!  It is government mandated and you can visit with your HR representative regarding your company's view on FMLA and HR's ability to intervene with your supervisor/co-workers if they do not respect the policy.  I have a copy of my signed FMLA hanging in my desk area for all to see. Whenever I feel someone has a problem with my absence regarding the needs of my parents I say:  "I'm sorry you feel putting my family before my job is irritating for you, but I love my parents and they deserve my help."  Do not be bullied!  After all...do you want to be remembered as a loving caregiver or as an unappreciated employee?
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anonymous768192 Jul 2019
thank you so much for that. I am going to actually put my FMLA papers out for anyone to see. I am not going to be bullied, I did tell them that if I can not
get them to understand the policy, I will take a leave of absence while contacting a lawyer and suing for this. Oh no, it doesn't have to come to that, I was told. Guess what? I am no longer concerned about what the have to say, because my Mom is my #1 concern and this job is not going to cause me to forget what's important in my life!
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I don't know if FMLA's are all the same or vary company to company but both of my brothers have them (both airline pilots) for our mom and get them renewed yearly with no issues, In fact one brother who actually uses his the least (lives furthest away) is the senior captain at his domain (the airport he flies out of) so not easy to replace but his company has been very understanding and helpful in navigating him through the FMLA and using it. The first time it came into play was during her heart surgery when he came last minute, he had never applied or used the FMLA and it was his scheduler who refereed him to the person to do that with who then put him on leave without it being done and enabled him to come east for as long as needed and do the paperwork while he was here, later when the dust settled a bit. I remember getting the doctor to sign it when she was being discharged. My other brother who lives closest to mom uses his all the time, I feel terrible about that but it comes in handy yes for doctors appointments though we tend to schedule those around his but more often for the little emergencies that pop up all the time, much the way you do I'm sure. But based on the way both of their FMLA's seem to work I have a couple thought's for you.

First know your right's, your company offers an FMLA and that means they need to honor it, stick by it's written parameters at least. It would be nice and probably better for everyone if your supervisor not only understood the purpose of the FMLA as written but the need and had some understanding of what you are dealing with, he or she obviously does not and doesn't have any interest in trying too. That's unfortunate but probably not unusual, I imagine most people who have never been a caregiver for aging LO or close to an Alzheimer patient want to be caring but in the work environment all they see is you coming and going as you please. It's hard to associate that with what you are doing instead of being at the office and have no conception that most of the time you would much rather be dealing with work and the office than home attending to the current crisis. They have no idea the mental and physical exhaustion, much like someone with a long term illness everyone is attentive and sympathetic at first when things are in the initial "crisis" stage but tend to forget as time goes on and assume "the worst is over", they aren't trying or meaning to be unsupportive or insensitive it's just inexperience I guess. Probably similar in your office so you may need to make the attempt to help them understand without loosing your cool. Putting in the extra effort to make sure your work is done and it isn't as disrupting from the accomplishment perspective of your employer will help too. Funny thing, my son was a high level ski racer and as a sophomore went off to a winter term ski academy, their students followed the home schools curriculum with tutors to teach the information but at his level he traveled so much he was mostly doing the work on his own, he discovered how much wasted time there was in a school day because he was able to achieve honor roll doing the lions share of his work the week before going back to his home school and turning it all in. My point being you may find you learn to budget your time and work smarter both at your employment and at home out of pure necessity and it might be harder for your supervisor to complain if you are still getting all your work done well. But try sharing some of the day to day mini crisis or even gifts (I took Mom out for a drive last night and it really seemed to calm her down, well worth the effort of getting her to the car!) but not in a complaining way. When you come in late or leave early let your supervisor or desk mate know why, give them a glimpse.
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worriedinCali Jul 2019
FMLA is a federal law/act. It is not something a company offers.
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I would contact the Los Angeles Care Counseling Department of Alzheimer's Los Angeles, who provide counseling services by e-mail, telephone and/or in person free-of-charge, with planning, problem solving as well as caregiving training
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worriedinCali Jul 2019
Why are you spamming the forum this phone number? The OP is not in Los Angeles and you have posted this number at least 3 different times. One time you said it was for a lawyer. Now you say it’s for care counseling? Reported for spam.
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Follow the FLMA rules do it correctly it will work itself out. No guilt needed in this situation. I’ve done it, and will do it again if I have to. You can do it too, (HUGS)
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anonymous768192 Jul 2019
Thank You so much. Yes it will and I believe this. Thanks for the HUGS it means a lot really.
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I feel really sorry for everyone in this thread in this situation. The reality is that FMLA or not, it really is up to you and your employer. People in similar situations will have much more empathy than people with dead parents or parents in robust health or with a sibling taking care of the parents. I understand that in many roles the employer depends on the employees being at the office during the "core" hours. I also understand that when home urgency occurs, you gotta be there. I wish I would have an answer for this issue, not in the least for me as well. This is a societal issue.
If at all possible, I think we have to face the heart rendering solution of a nursing home, or some kind of nursing at home. I do not have answers, there are likely no good answers in our society. I empathize with you, and I wanted to let you now that. I hope it gives you a moment of relief.
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Invisible Jul 2019
I do think there should be more education on the flexible use of FMLA as we have an aging population and most employers I know use FMLA to address a temporary and dire situation - such as a parent on deathbed or child in intensive care. I didn't use it soon enough when my mother was dying because I felt I could only use it as a block of time for a week or two. It would have been much easier if I could have just taken off some time from work during the day to make sure she had what she needed. My boss was ignorant and unsympathetic to my situation. HR wasn't much help. Mom died the morning I took the signed document into HR. Love the idea of posting a signed copy at your workstation to inform negative peers.
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FMLA can be used as whole days or partial days. Basically, it covers 12 weeks of work time (may be paid or unpaid, depending on your employer benefit). Check the FMLA forms that your doctor completed to see if he said 'may require intermittent time off'. If it does, your employer has been given notice that you won't necessarily be off a week at a time, but possibly an hour here and there to care for her needs (in the home, dr appts, etc). If it is your immediate supervisor giving you problems, you may want to request a conference with supv and HR rep so that everyone is on the same page.

If you call in, come in late, leave early for other reasons, is it possible some of the conversations are because of that and not the fmla. Personal leave and fmla have to be tracked separately.

The other thing to consider is coworkers who may be complaining to the supervisor if they have to handle your job when you're out, have to complete assignments for you, handle phone calls that are yours. The correct reply from supervisor should be the matter is between her and you, however in many settings it is discussed in your absence. Do your best to be punctual when you are at work and spend your time with your nose to the grindstone to avoid animosity from coworkers.

What is your plan if you happen to exhaust your fmla? Employer will no longer be required to hold a job open for you. Maybe if you start working on Plan B, you can incorporate that in with your current plan to stretch the fmla and be at work more than you are now.
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anonymous768192 Jul 2019
Thank you and my Mom's doctor did make a note that I am to have days where I have to be by my Mom's side to care for her daily routines. Intermittent days were definitely mentioned. I really appreciate your response. I do make sure that I stay on my P's and Q's when I am at work. I actually work for a government office, so this is really baffling to me that they have no clue how this Federal Law works. Especially when my Mom's documented every single thing needed.
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There is a new website LifeWorkx2021.com that deals specifically with your issues- employment and caregiving.
Your situation is very common. Most employers do not understand the issues of caregivers jobs. You have to educate them Read some of their free blogs. Go to the CareWIse Corner for free materials. Their training courses are very helpful... see them in the Learning Center.
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anonymous768192 Jul 2019
Oh wow I would have never known that! Thank you so very much. God Bless You.
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freqflyer Jul 2019
You're right, JoAnn, I hadn't notice that. Hope she comes back with an update.
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mmcmahon12000, regarding a written contract where one's parent pays for "lost income from work". There is much more monetary value then lost income.

One would also lose the company paid cost of health insurance which is quite expensive and that many tend to forget when figuring up lost wages.

One would lose company sponsored matching for one's 401k. Thus, for every dollar you put into 401k, the company will match that dollar. I realize not all employees offer this.

One would lose paid vacation days, and paid sick days.

One would lose company sponsored profit sharing. I realize not all employees offer this.

One would lose funds being placed in Medicare and Social Security.

One would lose company sponsored life insurance, and workman's comp. And even tuition reimbursements.

There was an article many years ago in Reuters about how much money one would lose if resigning from work to care for a parent. The amount was between $280k and $350k [amounts from 2013 article] for the years lost with no employment.
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I had the same problem. I ended up having to quit because it became almost an everyday need to leave early or come in late or not at all. Sorry for not being a help..
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anonymous768192 Jul 2019
no problem I understand where you are coming from, I had to do that when my daughter had medical problems as a pre-teen that kept me back and forth to the hospital, doctor's offices more than I was at work. My job was being affected so I eventually resigned.
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FMLA only lasts a few months. You have a decision to make: Nursing home versus quitting your job to care for your mom. Her care will get harder and harder as her condition progresses. I've been battling my mom's Alzheimer's for TEN YEARS; the last five years requires full time care as she started wandering onto moving traffic. I had no idea those were easy times. Now mom can't do that and getting her to walk is extremely difficult with a walker; every step she nearly falls. She even forgot how to bear down to have a bowel movement so it's schedule enemas. It also takes about 1-1/2 hours to feed her and giving her fluids in itself is a full time job. I am lucky to get a full cup of water in her and that's with thickener. Mom is on hospice, but the care still falls on me. In one month mom will be 90 and she has been in advanced Alzheimer's for 5 years. Her symptoms started to get noticeable when she hit 80.

Right now mom is either dehydrated or gets UTIs all the time. I go to the Emergency Room monthly...sometimes more often than that just to get her hydrated and start her on antibiotics. Hospices for some odd reason do not do IV fluids for hydration. But remember you DO have the right to take her to the ER as long as you tell hospice first.

If your mom has some financial means you can live off her estate in exchange for full time care. See a eldercare attorney -- for whatever your choice. You will need estate planning regardless of nursing home placement (requiring Medicaid preparation) or you doing all the care. POWER OF ATTORNEY must be established. If she is not cognizant you will need to petition the Court through your lawyer.

Hiring a sitter who does nothing but watch the patient is $20 an hour at an agency. This involves NO hands-on care. If you hire someone off the street you don't know what you are bringing into your home and they can claim to fall in your house and sue your estate. That's why it's best to use a reputable agency that is both licensed AND INSURED for workman's comp so they can't sue you.

It takes nearly an hour to get her bowels to move and she is often dead weight. If that is the life you want then care for her at home.
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Invisible Jul 2019
Oh, I feel for you at this stage and all you have been through to care for your mom. God bless you. This is the reality. You cannot work and take care of a parent with moderate/advanced dementia by yourself. My father was at this stage when he passed away from what I now suspect was dehydration. He went into the ER with a minor UTI and seemed to recover quickly but went downhill in transitional care. When he got weaker, they were afraid he would aspirate, so I'm not sure he got enough to eat/drink, then hospice stops offering him liquids/food entirely as they believe IV fluids only prolong the natural process of dying and are not necessary. But, as you say, you can inform them the patient is going off temporarily in order to get fluid intake in the ER. My father asked me how many times we were going to go through this. https://www.crossroadshospice.com/hospice-palliative-care-blog/2018/july/25/tips-for-hydration-at-end-of-life/
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Businesses don't operate so they can pay employees to be away from work, no matter the reason. That's reality. If you are leaving work early to care for your mom, the business eventually has to speak up for the well-being (and fairness) of itself and the other employees. The same thing would occur if a parent was continually leaving early for a child, etc. With your mom only being 69, you need to work on a long-term game plan for both your survival and hers. If you can quit work, great, but otherwise you play by their rules.
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lkdrymom Jul 2019
This is so true. While it is nice for an employer to be somewhat flexible to an employees needs, the bottom line is they hired you to be there to do a job. Not fulfilling a full day of work on a regular basis for any reason is going to cause them to look elsewhere for an employee.

What needs to be done is to take a few weeks of FMLA and find a full time placement for your mom. Expecting your work to allow you to come and go as you please is not fair to them or your co-workers. I was a manager when I had an employee who had a medical issue that felt she should be able to show up to work when/if she wanted. It was a nightmare for me because I never knew if I was going to have to do my job and her's as well. If I kept up her work and she showed up then she sat around with nothing to do. I wasn't getting paid any more to do her job as well as mine. Heck yes I resented it. It would have been easier if she asked for a leave of a month or two to get her life straightened rather than leaving on an almost daily basis. At least I would know what I was dealing with. It is not fair to your employer to expect them to tolerate you leaving at any given moment.
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What your job is doing is wrong, but legal. In every state there is an "at will" employment enforced and it does not matter who you work for. You can also be fired with or without cause. However, all is not lost. Here's what you can do:
1. Hire an in home caregiver during the day while you are at work.
2. Look into placing your Mom into an adult day care while you're at work.
3. Ask your boss about working from home.
4. Seek employment opportunities elsewhere. You can also speak with an employment attorney to find out if you have any legal recourse against your employer.
5. Get a written caregiver contact in place where your Mom pays you. This'll replace your lost income from work.
6. If Mom becomes a danger to herself and you cannot help her any further, she may need to be placed in a facility.
Hope this helps.
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worriedinCali Jul 2019
This answer is full of incorrect information.
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You need to brush all the chaff away and get to the rice.
1. Are you prepared financially to care for your mother, 24/7 at some point?
A. Yes. Hire caregiver
B. No. Do not quit job or jeopardize it. Who is going to help you when you need it? Look into outside sources to help.

2. Does mom have assets that can help?
A. Yes - use them to hire help or find a good care center
B. No - Look into Medicare to help.

Many threads here from readers that resigned, retired etc to help parents. Many regrets and wishes they had done something different that would have benefitted them and the parent. Please read these..

Bottom line - you are avoiding the inevitable and jeopardizing your health and future financial position if you continue to avoid the hard decision. You are also handicapping your employer because they need work done too. Don’t be surprised if something negative happens, it seems that it’s already a problem - and trust me, going to HR would only make it worse for you.

I wish you luck and hugs...nobody prepares us for these difficult times in life. Let us know what you decide to do.
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cetude Jul 2019
Cost of hiring a caregiver is exorbitant. Just sitting alone (no hands-on care) is $20 an hour. Hands-on care is double that. CNAs and home aides are not legally allowed to touch medications so you need home health nursing for that. It's cheaper to quit.
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More of a question than an answer. My 57 year old RN daughter was asked to resign because she was taking too much time off to take care of her father (my ex-husband) with what she says is Lewy Body Dementia and has been in nursing home for 3 years now. I don't know if she knew about the FMLA, but it probably wouldn't have helped her much. Since she is so involved with her father's care, she probably won't be there for me, so I may have to rely on my son and daughter-in-law when my time comes. What basically are the FMLA rules?
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Isthisrealyreal Jul 2019
Have you taken any actions for yourself so your son and DIL are not having to give up their lives to care for you?

If not you should start now, what your ex is doing to your daughter and her life is selfish and unfair, don't join him by doing it to your son.
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This will become if it is not already a 24/7/365 job.
Somethings gotta give.
You have options.
*Quit your job so you can care for Mom (difficult option financially as well as emotionally and physically)
*Hire someone to care for Mom while you are at work. (difficult option you work at work then come home and work, where is family time and some "me" time)
*Place Mom in Adult Day Care while you are at work and you can hire someone to help you out when she is at home. (pretty good option if there is day care near you)
*Any of the options above but realize that she will need more care than you can give her and that Memory Care placement might have to be an option.
Your Mom is young and she may have a pretty long journey ahead of her. Can you continue to take FMLA for the next 12 to 15 years? My Husband was diagnosed when he was 65 and "survived" for 12 years. I was lucky he was compliant and I was retired. So he was easy to care for and I had the time to care for him.

There are Geriatric Care Managers that can take her to appointments and do many of the things that you are taking time off work to do. This might cut down on the time you have to take off.

The difficult thing is your Mom WILL continue to decline, your Mom WILL need more and more help this is not "counting her out" this is reality. This is a job that gets more difficult as time goes on.
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FMLA is designed for caregiving——
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anonymous768192 Jul 2019
Yes, and I told them that's exactly what I do. I am my Mom's SOLE CAREGIVER day and night. That's it point blank.
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You may Need to Hire Someone, Hun, To assist you with Mom. With a Job, Sadly, You cannot Have your Cake and Take the Time, No boss is as Generous as I might even be....
I commend you for Caring for your Mom in your Home. However, Trying to Hold down this Job is like Having Two jobs Now.....
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Elle1970 Jul 2019
I don't think the OP is having any cake at the moment to be honest. She may not have the option of giving up her job, some people need to earn money to live.
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We found utilizing Adult Day Care services alleviated some of the time off requests we needed to care for my MIL. My MIL is now in a memory care unit. My DH is now able to put in time off requests in advance for the Dr. appts. The rare occasions he needs run over and check in on his Mom for UTI or other medical situation, he informs his employer. He has gotten grief once at work and reminded his employer that he is his Mom's POA and is now his responsibility (i.e. such as his child) and reminds his employer of his fellow co-workers who call in sick to take care of their children - it is the same in our opinion.

To help you out, I see you are in Baltimore - Here's a link to the Adult Day Care centers in Baltimore: https://www.maads.org/services/families

Hugs
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And separately, to your phrase, ‘Not giving up on her yet’ - do you feel that placing her in a nursing facility is giving up? Please don’t think that way, she should be where she gets the best care appropriate to her condition. Keep reading lots of threads on this site.
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Echoing isthisreal on both counts. 1) the business and your coworkers should be able to depend on you - more or less, we all have things occasionally. So 2) you need to get carer help in there, I’d start with every weekday morning. You'll *still* have little emergencies now and then, but far fewer.

My mom doesn’t live with me, but besides that you and I are the same! I’m an only child, work FT, single homeowner, and on a daily basis I’m struggling to give my employer what’s due. I have someone go to Mom every morning and some nights, I go some nights and weekend mornings. I got daily help at my house for my pets to lighten the load all round (best move I’ve made). I have a monthly cleaning lady and hope you do too. Fellows to do the lawn, etc. Please stop being a one-woman show, no one gets what they need including you.

Get advice and names of agencies to call from any of the caseworkers in your life. And contact the area agency on aging, as someone else suggested. Care agencies will send someone for 3 hours (typical minimum) at roughly $24/hour. *Good investment in keeping your income and independence.* Then see about someone coming 4-6 pm some weekdays so you can stay behind at work to make up anything as needed.

You’ll need to spend some of your income (well, and hers if she has it) to keep your income coming - smart financially, and for your sanity and peace. Good luck, I know how very hard this is. 💐
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FMLA can be a good thing, my husband had it for his heart condition. It seems that employers will try to get around it, such is the work climate today. If possible, I would try to get a helper for your mom, at least for some of the time, and keep the lines of communication open with the boss. I hope all works out for you!
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More and more there will be people in our circles who have or are dealing with the issue and there will be more empathy. I don't think, unless someone has truly experienced direct caregiving for someone with dementia, they can really comprehend the moment to moment experience and needs. It is exhausting and employers who hassle caregivers on top of it just add to the grief. I am so blessed to have an understanding employer and to work near home.
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Do you have a human resource dept? Someone or some department is over your supervisor and that would be my thought on where to go...and when or if that supervisor of yours deals with a similar issue they will develop a better understanding of what this is like. I am so blessed to work for an office on aging so they "get" it...but sometimes it seems no matter how good my intentions I am never on time. There is always a mess to clean up, an issue to deal with. Food left on the counter isn't just putting it back in the fridge, it's finding a leaky mess and having to clean it up...etc.
Is any of your work something that could be done from home? Is that a possibility? Do you want to keep this job/need to? You may want to reach out to Legal Aid for some guidance, to share with the employer on the ins and outs of FMLA. There are employment law specialists, but I fear the expense may be great. Or maybe help may be via an elder law attorney who is willing to do it for a flat rate. It may be as simple as a letter explaining, or just the fact that it is an attorney getting in the mix that will help the supervisor see the light. Of course you have to weigh that against any nasty backlash, but you seem to know what your priorities are.
I've also mentioned before the resource of your local Area Agency on Aging. They may have some caregiving resources you could use.
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Can you discuss job share with your employer so that negotiating the times you are there is between you and your "sharer" as opposed to the employer - I'm sure they just want the work you do done, being a bit more flexible may be of benefit to them as you would also be able to look at covering each other for days off???
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anonymous768192 Jul 2019
Me not being at work is not an issue due to staff shortage. I think the problem was that the "new" Management thought they were going to change the way FMLA is to be taken in our office. I do know of some people that use it as a way to stay out. I think it is unfair that I am sincerely using this time only to care for my Mommy and they thought it was feasible to bring this to my attention. I have since spoken to someone in human resources that have made the Management more knowledgeable about the FMLA Laws and how it is to be handled.
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I would think that you probably need to hire a caregiver for your mom.

From the way you describe how you are using your FMLA it is not compliant with the actual rules. Scheduled time and emergencies are more what it covers, not daily unknown situations.

Coming in late, leaving early, you can't be counted on and that makes it very hard on your employer. I know that that sounds hard, but usually there is a job available because there is a need. Having an employee that you don't know when or if they are going to show up or when they will suddenly leave is not a sustainable way to run a business.

Your mom is only going to get worse, so you should start looking for a caregiver now, unless you plan on being her 24/7 caregiver.
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anonymous768192 Jul 2019
I get what you are saying, however, with my Mom's FMLA her doctor specifically stated that times that this FMLA may come in to action may vary on a day to day basis as my Mom's needs grow. This is what was given to the human resources and this is what they approved. My Office has a bunch of young Managers that are not knowledgeable about the FMLA Law and have since been educated. I only take the time that is absolutely needed for my mom. No more, No less.
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I have been on both sides of this problem - both the manager dealing with staff using FMLA and the person using the FMLA. The rules are pretty specific on how/when it can be used and you need to work with your Human Resources person so that you both have the same understanding of how your needs fit with the FMLA rules. Just because the Doctor said your mother needs daily care doesn't necessarily mean it fits all the rules. The fact that you leave your mother during the work day means that there must be specific tasks that must be accomplished on a daily basis that cannot be rescheduled around your work schedule.

My suggestion is to really look at your pattern of usage - you know when there are doctor's appointment so you can give your employer plenty of notice but it's the late arrival/early departure issues that are likely problematic. If you can get some help for your early mornings so you can get out of the house, or late afternoons so you don't suddenly have to jump out of your chair and rush home, your employer is going to be much more sympathetic to an occasional emergency. Or maybe you know that you will be two hours late everyday because you need to settle your mom for the day. HOWEVER, you will eventually run out of FMLA and then you are in serious trouble because you have no protections when you need time off. It is in your best interest to work with your employer on this issue because FMLA doesn't protect you from any performance issue so if your work is not up to standard FMLA doesn't protect you.
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Shane1124 Jul 2019
Very comprehensive answer. You only get one 90 day period a year, so use the leave wisely.
And yes, become familiar with what your employer’s guidelines are. It sounds like you use intermittent leave which is fine but realize you have to cooperate and work within your employer’s rules as well.
People take FMLA all the time. I never felt my employer treated me any differently because I took leave. And since I work with predominantly women of child bearing age, we all adjust & work carries on...

But realize too that once your 90 day FMLA is over you have to wait one entire year from the end date of your prior leave to be eligible for another FMLA.

So as others suggested, maybe schedule 2-3 MD appts for one day.

What your peers & bosses won’t appreciate is poor communication on your end where everyone is thrown to chaos due to lack of communication.

FMLA is a really good law, imo. It’s worked for me and many of my peers.

Work with your employer and things should work out.

Focus on getting a caregiver for your mother or think of AL,or NH as that may be in your mother’s future.
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Hang on.

Your mother is 69 years old, and has Alzheimer's and vascular dementia (rough!). And you are working full time. And your mother lives with you, and you are her only caregiver.

Well! - you know you're going to have to make some radical decisions anyway, right, regardless of how sympathetic (or not) your employer is being in the short term? Your mother will not be able to be left alone. What then?

So, no time like the present, really. What options have you looked at?
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anonymous768192 Jul 2019
I am looking at other options all together. I am trying to find a true work at home job so that I can be home when need be. So far I am unsuccessful. I am just trying to find other ways to continue with this current situation.
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With FMLA, it is only good for 90 days. And once the 90 days are used, you would need to work another full year before you can used FMLA again.

This is unpaid leave, unless your company has Aflac type insurance where you can get part of your pay while out on FMLA.

Thus FMLA is just a band-aid for temporary medical issues. FMLA helps make sure that your job, or a similar job, is there waiting for you when you came back.
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worriedinCali Jul 2019
FMLA is paid leave in 5 states now. OP isn’t in one of those states though. And to clarify, the 12 weeks (3 months) of FMLA leave don’t have to be taken all at once.
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If available see if your job could be work from home.
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