can a company lay you off while on sick leave?
149213
The Fair Practices Employment Board can help you.  The laws are different in each state, and sometimes local laws.  \n\nMy husband was laid off while he was on vacation.  He came back from our trip, went to work, and found out he didn't work there anymore.\n\nWe are still trying to find out how to get the retirement benefits he earned!!
898870
they can "suspend" you for any length of time if you have broken a company rule.\n\nAnd they can lay you off anytime they want for any reason, or just no reason at tall.\n\nfor employees not working somewhere long enogh to get paid holiday pay,  being off on a holiday is unpaid.\n\nSo you did not explain exactaly what is happened,\n\nBut they could tell you that if you don't work Saturday, they will just not call you in next week,
693167
Minnesota is an at-will employment state.  This means you can quit for any reason or be fired for just about any reason, unless you are a protected class.  So yes, if you have been absent a lot due to illness, unless you have an employment contract, your employer can fire you.
1085002
It depends on your company's leave policy.  When I was out for surgery I had to use my holiday, vacation and sick days before I could go on disability.  My manager also suggested that I take FMLA.  I declined.  I needed income to pay the rent, utilities and such.  But now after I go off disability, they don't have to hire me back, so make a wise decision, check with your company's HR, read your benefits package carefully.  Not all companys give the same benefits and options vary considerably.\n\nBest of Luck with your Surgery, take care.
117035
None.  Your work schedule is a matter of agreement between you and your employer.  If you're in a union, then the collective bargaining agreement spells out the details of the agreement.  If you're not in a union, then the terms are whatever you negotiate.  Most non-union workers have little room to negotiate, since the only power they have is the power to quit.  If you're prepared to go work elsewhere, then go ahead and limit your availability.  Good luck to you.
24301
I'm no expert on Work Comp in OK (I do know they have some silly rules) but it would seem that they cannot stop your health insurance. You aren't on COBRA. You are still considered an employee and thus if the company pays for its employees health insurance then they must pay for your insurance regardless if you injured. Now, with that being said, what does your employee handbook say about leaves of absence. I would consult HR at your companay.
1142046
I work in HR. You can take a few days off as long as your have the time. You did not need to tell your boss how you spend your time off.  Do you need to take FMLA? If so the doctor needs to fill out the form and your boss needs to approve it.  Do you have any HR coworkers that you can talk to? If you need more advice email me.
598153
Of course the law related to this issue, if there is any, would depend on which jurisdiction (state or country) you are in.  \n\nBut I'm not sure exactly what you are seeking.  Probation means that they are monitoring you.  They haven't cut your pay or anything.  What the company is saying is that your sick time is excessive.  I don't imagine they are saying anything about the truth or falsehood of your situation.  They're just saying that this much sick time isn't acceptable for them.  I don't know why you think this is strange.  No one can afford to keep paying people who aren't there, no matter how good their excuses are.\n\nThis doesn't appear to be a 'rights' issue to me, but one of asking for compassion.  Explain to your employer how much time you put in without pay, and try to make the case for why you shouldn't be on probation.  But I'd encourage you to think the issue through from their perspective first.  You seem to only be focused on your own needs, and with that attitude, you'll never be able to work out a working relationship that will work for both of you.\n\nBest of luck to you.
226889
I would think that if you can't go to one job, you can't go to the other job.  That would be the right thing.  If you are much better, then maybe it would be okay.  Just don't call in sick on the main job tomarrow.  You will raise suspension and your boss on the main job may not like it.  What does your conscience say?
733044
he has to give reasonable notice usually a month and a reason for doing so.\n\nif sick pay was agreed in his contract and he wasn't given notice it could constitute a breech of contract.\n\nhe needs to seek legal advice because he maybe able to argue his case. The bare minimum for holiday allowance in the UK is 15 days plus bank holidays, the employer can't go below this.
227748
no\n\nQ: Will I lose my job if I take FMLA leave?\n\nGenerally, no. It is unlawful for any employer to interfere with or restrain or deny the exercise of any right provided under this law. Employers cannot use the taking of FMLA leave as a negative factor in employment actions, such as hiring, PROMOTIONS or disciplinary actions; nor can FMLA leave be counted under "no fault" attendance policies. Under limited circumstances, an employer may deny reinstatement to work - but not the use of FMLA leave - to certain highly-paid, salaried ("key") employees.\n\nThe second site below provides information on how to file a complaint and\ndetails on potential remedies.
917561
Well there's a difference here.. if you're referring to someone who is ill and asks another employee to come in for their shift, then I see no issue with that.  But if you just don't show up and ask someone who's already working to pick up the slack, then someone should inform the boss.  And... that person should say NO.
858567
This isn't a legal issue, it's a company policy issue.  If you are on salary they have to pay you the whole day, because you showed up; however, they can also charge your vacation time for the hours not worked.
855360
FMLA only applies to companies with 50 or more employees within a certain mile radius so you may not even be eligible. You also get time off with your position preserved for you, but no pay while you are on leave :-( You may however, appeal the denial of your claim and win. Most cases that go to hearing resolve in favor of the claimant,not the insurance, although adjusters may not necessarily want you to know that. I strongly suggest getting a worker's compensation attorney to represent you. You have many many rights and payments are pretty hard to deny, particularly with a diagnosis from your doctor which carries more weight than one from one of their hired MDs (independent medical examiners(IME) )although often times adjusters will and people give up without a fight thinking that the laws are in favor of the insurance. They are not. I worked for the insurances, and specifically worker's compensation,hence I am truly not steering you wrong. You need an attorney to deal with these people though. They are aggressive, don't want to pay, and you need a lawyer that will be equally  aggresive on your behalf. Many of these attorneys can be found under disability law in your phone  book.  Fight for your money! If you do, you are likely to get it :-)Best of luck
822503
There isn't a legal entitlement so you get all sorts of inconsistencies. Most good employers would give you sometime off but would expect you to put in a sick-note for more than a few days. There are advantages to this as anyone who has lost their partner is going to be very upset and unable to work.\nWhen my mother died my GP gave me a sick-note for 3 weeks due to stress and anxiety; a lot of that was caused by the attitude of my line manager at the time.\nWhen my father-in-law died I was given 5 days but my husband only 3. This was because my manager was more sympathetic.
478351
It is called layoff and recall I do not know if they are required to do it but this paperwork may help you get unemployment or other assistance
1105925
It depends on your employer's policy.  In some businesses, unused sick days can be carried forward into the next year.  In other businesses, if you don't use your sick days, you lose them.  Human Resources where you work would be the best place to ask.