Thursday, August 17, 2006

The city failed in gutting their industrial pretreatment program.

The employee they fired – came back! It seems that a little law, posted on bulletin board through out the city, had thwarted the city’s plans to relieve themselves of an employee.

The employee was admitted to the veteran’s hospital in Riviera Beach. He informed the city that he was undergoing chemotherapy and would be out of work on sick leave and ON FMLA LEAVE!

Family Medical Leave Act (FMLA) of 1993
The Family Medial Leave Act of 1993 requires that all employers with 50 or more employees provide this benefit to all employees effective August 5, 1993.
The act provides for up to 12 weeks of unpaid leave during a 12 month period for: birth of a child, adoption or foster care placement of a child, need to care for a child, spouse/domestic partner or parent with a serious health condition, or the employees own serious health condition which makes the employee unable to perform his/her job.

The city managers invoked a rule that anyone on sick leave must call in every day and if they don’t call in 3 days in a row, can be fired. It doesn’t matter how many years that employee has been with the city. MISS THREE DAYS OF WORK, DON’T CALL = FIRED!

That employee had to hire a lawyer to get his job back.

Three people had been hired to replace him - the first two quit. Who would want to work at a place lacking job security if better pay, benefits and job security can be found elsewhere?

Am I the only one to see something gravely wrong here?


Blogger rragshag said...

windsorAlthough Coy Mathis prominently displays his Master's Degree in Human Resources,he seems to have
a malevolent desire to terminate employees without cause.

Poor Coy, someday this will cause
him more than he knows.

Alas, there is a God. Coy was cut by his lawnmower and missed a week.

Will Margie fire him?

9:50 AM  

Post a Comment

<< Home