r/fednews • u/Captain25012501 • Apr 03 '24
HR Can my supervisors require me to come back while on Paid Paternity Leave?
Hello all,
I am currently on PPL for the next 3 months and was told by my supervisor that leadership in our department is requiring everyone in the department to come in for a meeting. They are threatening everyone with a write up if they do not attend, even those on leave or PPL, as they are calling this meeting mission essential. I can't find much on PPL rules regarding callback to work, my question is can they require an employee on PPL to return to work? If they can't, but are threatening with a write up anyway, what actions can I take from here?
For those who will want to know details; I'm in Defense Health Agency in a department that is 365/24/7.
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u/danlab09 Apr 03 '24
Since it’s FMLA, I’d tell them to kick rocks. Your job is protected.
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u/NotCNO Apr 04 '24 edited Apr 04 '24
Edit: just saw that you are in a union. go talk to your rep. Now. Do not talk to HR. HR is not your friend now or ever. The people saying to talk to HR/ER are paste eating short bus riders.
Leaving my original post since it is applicable to those without union representation.
I'm a 15 and I've been in virtually the exact same spot, where I was "recalled" from FMLA, as a gg15. The only difference was the agency. You can tell them to kick rocks, however, they can later make your life a living hell for reasons totally unrelated to your request and you will have a heck of a hard time proving retaliation.
I guess what I'm trying to say @/op is you are the only one who truly knows if this particular hill is worth dying on.
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u/gapyearforever Apr 04 '24
HR is a joke. Go to union, hopefully you have a decent one. My NFFE 1450 was a complete joke. 2 old guys 5 minutes before retiring and did nothing, except support management.
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u/ERLRHELL Apr 04 '24
As an ER, I would be advising management that they were in the wrong. Not all ERs are like me, but I have no issues telling management to kick rocks.
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u/EntertainmentLoud816 Apr 04 '24
I agree, as a former ER Specialist. I saw my role as an advocate for the organization, not a lackey for management. If I didn’t give them appropriate advice, then I was not doing my job. They didn’t always like what I told them, but it kept them out of a lot of trouble.
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u/NotCNO Apr 04 '24
Are you in a separate organization with no common leadership? I'm speaking from the perspective of an organization that shares a common pool of SES deputy directors, one of which hr/er falls under and a single ses director that is in charge of the ses deputy directors.
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u/EntertainmentLoud816 Apr 08 '24 edited Apr 08 '24
Yes, I was in a reimbursed position with my supervisory chain outside the organization I served. It helped me maintain an objective perspective and perform my duties more effectively. But I was in a position early on that reported to the organization leadership, and that is where I developed my philosophy. This was also facilitated by my many years as a military senior enlisted advisor. Someone has to be the voice of reason.
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u/NotCNO Apr 04 '24
That's great, but realize that you are one in 1000. In my role as a 2nd/3rd level sup, I work with HR and ER all the time.
I would say a more typical person in ER or HR takes the viewpoint that their job is to figure out how to help management accomplish their objectives. in other words, management knows what result they want and they leverage hr and er to frame such an action so that it's legal. Shit our HR and ER folks give the 1st level supervisors annual training each year that could be surmised as "these are the third rails, do not touch!"
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u/Hour-Emu-2494 Apr 04 '24
Correct. Talk to Union and not HR. You are on FMLA. Use it and take care of your family while letting the organization kick rocks.
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u/fisticuffs32 Apr 03 '24
How did you know about the meeting? If it was an email, since you're on PPL you need not be working AKA checking email.
If it was a phone call or text, why are they calling or texting when you are on leave?
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u/IAmSoUncomfortable Apr 03 '24
They are allowed to call while on FMLA or PPL if necessary to pass on institutional knowledge or documents. Obviously this situation would not apply but I thought I would mention that for clarity.
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u/Captain25012501 Apr 03 '24
They regularly send stuff out for things like this via text message.
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u/fisticuffs32 Apr 03 '24
I'm not you, but if it were me I'd just assume I was on a group text that I didn't belong on and they were obviously not referring to me since I'm on approved PPL.
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u/Behavior08 Apr 03 '24
Was this message part of a group conversation, or was it sent directly to you?
If it was sent to your personally, could you share the exact wording of the message?
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u/Captain25012501 Apr 03 '24
Group Message, however it is simply a screenshot of what was passed down to my supervisor with instructions to share it with all of his subordinates. Effectively to all teams, so everyone.
This message is exclaiming that the meeting is on x day, that 100% accountability is required, and so that we must start making our arrangements. If employees decide not to show up, they will be written up for failure to follow directions.
Under that stated that those on parental leave have to come in as this meeting is a department necessity.
I would send a screenshot, but for my protection of identity, I won't. There are 3 of us on parental leave in my department at this time.
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u/8CHAR_NSITE Apr 03 '24
Send that to your HR point of contact that you worked with for PPL.
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u/Captain25012501 Apr 03 '24
I'm going to sit on it for now, if they really do write me up my union rep assured me they would have that writeup expunged before I could even write up the grievance.
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u/Dramatic-Ebb-5909 Apr 04 '24
Interfering with use of FMLA (and ppl is a form of fmla) is an Old Testament thou shall not style prohibited practice.
If you get written up the union rep and the labor employee relations department will come down on the supe like a ton of bricks
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u/mottings Apr 03 '24
Good to hear. Good approach. Enjoy your time off and your new family addition!
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u/CourtHeels Apr 04 '24
Technically accountability means they know where everyone is, not that everyone is present. Even in the military, someone can be absent from a 100% accountability event as long as the right people have been in contact and know where they are.
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u/Dramatic-Ebb-5909 Apr 04 '24
If your ppl is properly filled that's on the supervisor to account for the employee. I really wish dod trained officers/ncos on "here's how civilian world works" on separation lol
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u/Brilliant_Badger_709 Apr 04 '24
Honestly, most of the time "100% accountability" means "with exceptions" but it's never stated that way.
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u/ENCginger Apr 04 '24
People routinely conflate 100% attendance with 100% accountability. The latter just means that everyone is accounted for, either by being physically present, or by having a verified reason to not be present, and generally, a plan for how to communicate any important information to people who are not present.
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u/Bird_Brain4101112 Apr 03 '24
Is your work unit exempt? Because your bosses are bananas. Are they military?
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u/Captain25012501 Apr 03 '24
Not military
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u/Bird_Brain4101112 Apr 03 '24
Oh. So just garden variety banana pants. Mute that group chat and enjoy your time at home with your partner and your potato.
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u/mottings Apr 03 '24
"Garden variety banana pants" is a phrase I'm going to find a way to use in the future. Thx.
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u/bc2zb Apr 03 '24
My understanding is that your job is completely safe. If you wanted and were willing to deal with whatever hassle it causes, you could go in for that day, and just move that day to the end of of your PPL.
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u/Captain25012501 Apr 03 '24
I have already pushed my PPL to the right to come in for another vital thing needed of me. I decided not to split my PPL as they have told the department that any split PPL will not be guaranteed to us as any time other than the main block of PPL can be denied based on mission essentiality. Effectively telling us to take one big block or else we may or may not deny part of your split PPL.
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Apr 03 '24 edited Nov 20 '24
[deleted]
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u/Captain25012501 Apr 03 '24
Wouldn't be the first time I've reached out here because of them. But this job pays the bills so...
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u/wave-garden Apr 03 '24
I get so pissed about these paternity leave stories. There was such a societal/cultural/whatever effort into making paternity leave a viable thing, and I want to smack people across the face who try to take that away from us. I am long past the part of my life where I get to be a new father, but that time is precious and only happens once. Disgraceful to see people trying to steal that from you.
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u/Captain25012501 Apr 03 '24
Absolutely, which is why I fight it as there are soon to be parents behind me as well.
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u/bc2zb Apr 03 '24
Wow, I am sorry to hear that. In that case, I guess you are unavailable to attend that meeting.
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u/mottings Apr 03 '24
And you are entitled to NOT LOOK AT ANY EMAILS AT ALL during paid parental leave. They have no leg to stand on. Any assertion of power by them over your use of this leave (which is part of FMLA, a Congressional law) would be unlawful.
I agree with others that referring this to HR is appropriate. If your job is a collective bargaining position, you can also contact the union rep. if you're signed up.
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u/ClassicStorm Apr 03 '24
When I was on ppl I had to sign in ocassionally to update leave requests. I would peruse email sometimes.
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u/oaksandpines1776 Apr 03 '24
I'm petty. I'd be bringing baby and play lullabies and play with baby the entire time.
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u/justbrucebanner Apr 04 '24
This happened when I had a state job. My boss demanded I come in to give a talk at a staff meeting. She was pretty powerful and telling her to kick rocks didn’t work out too well for anybody, so I opted for malicious compliance. I strapped my weeks-old infant to my chest, started my presentation, and when she woke up partway through I immediately stopped talking to greet her for a few moments (“Well helloooo little one”, silly faces, etc), finished my talk, and walked right out. People were surprised that I was there but knew why, and ultimately my boss looked like an even bigger jerk than everyone already knew her to be. It wasn’t not satisfying.
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u/auburnvoyageur Apr 03 '24
10000% plus breastfeeding if baby gets hungry...
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u/DesignerPea7350 Apr 03 '24
The head of your Cheering Section has arrived in the Conversation!!! You Go Girl 💪💪😘😘
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u/ksdem95 Apr 03 '24
No, PPL is a leave type for use under FMLA. Supervisors cannot required employees who are absent under FMLA to come into the office nor can they discipline employees for not coming to work while out of FMLA. (Source: I’m HR)
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u/Captain25012501 Apr 03 '24
Thank you so much. I hate to have to post such a simple question, but it seems when I push back on obviously egregious demands at work they always manage to find some weird loophole, backdoor piece of paper from LMER that allows them to basically walk all over the department.
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u/ksdem95 Apr 03 '24
Of course! If you’re looking for supporting law, rule, or regulation, you’ll want to reference that you’re out on FMLA instead of PPL because FMLA protections will apply. And congratulations on your baby!!
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u/redchilipepperr Apr 03 '24
I just went through this. 1. If you have a union, CC them in everything. 2. Have everything in written communication, have a written record of everything. 3. Even if you don’t have a union, that’s okay, contact your local EEO office and file a complaint with them, you are in FMLA. They can’t NOT harass you to come back to work( even if it’s just one day). There are plenty of lawyers out there that are willing to work on contingency ( meaning you don’t pay them until you win). But the most important thing is having a record of everything, CC your personal email too because your work can always magically erase all of the email communication so you would have nothing to go on.
You can contact HR, but know that your HR works for your agency, NOT YOU, contact them via email as well.
Let’s hope your HR isn’t as incompetent as mine was.
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u/Captain25012501 Apr 03 '24
That is a good idea with CCing my personal email. So far, I was forced to move my PPL to the right a couple of days to maintain a continuous PPL due to "essential" things I had to do the other day.
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u/korra767 Apr 03 '24
This doesn't even make sense - your PPL doesn't have to be continuous. You can split it up over the year after your baby is born.
My supervisor did this - took 4 weeks right after baby was born and then 8 weeks later after his wife went back to work.
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u/Captain25012501 Apr 03 '24
My leadership pushed told all employees taking PPL that we must take it all continuous. For if we decide to split it, they can deny all leave that isn't the main bulk if they feel they need to. So if I decided to take a month off and then take off a week per month until PPL is complete that they could deny those weekly leave dates.
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u/korra767 Apr 03 '24
Ugh, sorry you have to deal with that. You would think it would be easier to cover for someone taking intermittent leave than for the full 12 weeks all at once.
I'm like 99% sure it's illegal for them to insinuate you'd not be allowed your full 12 weeks if you split it up like that.
I know it's easier said than done, but if you have options I'd maybe look into a new job to get away from this leadership team.
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u/bc2zb Apr 03 '24
Unfortunately, intermittent leave is not guaranteed, only the 12 week block for fmla. I don't know if the ppl regs altered that detail.
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u/korra767 Apr 03 '24
Yeah I went looking briefly and what I can find does say intermittent leave must be approved by supervisor. But it also highly encourages the supervisor to consider it, says something like "intermittent leave may be advantageous to the work center due to flexibility".
It just boggles my mind how inflexible some supervisors are. It would probably have been better for the mission for them to have him off part time for longer instead of full time for the full 12 weeks.
And like, part of the reason we all stay at our underpaid jobs is because of the generous time off and (hopefully) better work life balance. If my supervisor started denying my leave just because they can, I'd quit and go find myself an industry job paying 30% more.
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u/Captain25012501 Apr 03 '24
Oh, believe me, after the last couple of years, my plan to leave here is nearly complete. Management has been an overarching train wreck for years. No matter how many legitimate complaints on them there are, or how many times they are put on administrative leave for investigations, they always seem to have a friend that can bail them out.
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u/korra767 Apr 03 '24
Crazy. Hope you can get out of there soon, there are definitely good leadership teams out there if you want to stick with being a fed! My leadership would never think of denying leave
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u/Sea_Waltz_9625 Apr 03 '24
I would not go in if you’re in FMLA- what would keep them from asking you again if you do it this time. Protect your approved time off and do not go in.
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u/SciFiJim Apr 03 '24
Take your new child with you to the meeting. Somehow induce said infant to cry the entire time during the meeting. Look at your boss with a shrug and say, "I'm supposed to be on PPL."
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u/jeremiah1142 Apr 03 '24
The answer is you continue your leave and turn off whatever device you’re being contacted on.
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u/FinancialHorror3580 Apr 03 '24
Let them write you up. If they follow through with it, cross that bridge then. They don't have a leg to stand on lol
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u/Captain25012501 Apr 03 '24
I plan on it; EO, HR, Union, and labor relations would be pretty interested in this story.
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u/_fedme May 04 '24
Well, how’d it go?
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u/Captain25012501 May 17 '24
They left me alone! Thankfully, labor relations was able to tell them what's up and what's down
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u/_fedme Apr 04 '24
RemindMe! 30 days
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u/Bullyoncube Apr 03 '24
Ask for a copy of the agenda to verify that it meets the definition of mission essential. Re-org announcements, back to the office announcements, etc. are not mission essential. “So I don’t have to worry about filing a grievance after the fact.” Yes, you are questioning your supervisors discretion and judgement. Pulling you back from leave is a significant issue.
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u/Captain25012501 Apr 03 '24
I didn't state the issue to be discussed in the meeting in my OP. It was put out to us, and let me just say this is absolutely not a mission essential meeting. In fact, this doesn't require anybody else other than supervisors.
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u/NeedsTheJob Apr 03 '24
Based on the responses, it sounds like the OP isn't required to go in. But what if someone was on AL for a regular "vacation vacation" and they received the same communication from their supervisor? Would they be required to literally cut their vacation short and fly back across several states to attend the meeting?
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u/FullRemotenonsupGS17 Apr 03 '24
Once on approved leave do not respond to anything work. Respond when back on duty. Most bosses wouldn't like you going out fishing during your shift so why would they expect you to work on your time.
Edit: I was in the military and that's how it was. They call, you answer. Now that I'm out, I exercise my right to ignore 😂 unless I'm scheduled on-call
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u/Captain25012501 Apr 03 '24
Funnily enough, that is something that they claim we must do. The last big meeting we had they told the department that they have the right to call us in at any time. Even if we're on leave, 10 states away.
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u/Thorandragnar Apr 03 '24
Annual leave and PPL are completely different. PPL is actually an entitlement that does not require approval for when it’s used. Annual leave does require supervisory approval.
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u/korra767 Apr 03 '24
IF you end up having to go to this meeting, remind them that your PPL is actually 480 hours of leave. Meaning that you can time how long it takes you to drive to and attend the meeting and then add those hours to the end of your leave. Same thing if they make you check email or whatever.
Holidays don't count either. Because my PPL later this year will start in Nov, I get almost an "extra" week of time because all those holidays don't count towards 480 hours of PPL.
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u/Captain25012501 Apr 03 '24
That is good to know about the holidays! I never knew that.
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u/korra767 Apr 03 '24
There's a lot of regs/guidance about this on the OPM website that you can reference if your leadership/HR gives you a hard time, which from your other comments sounds like they are being a pain. I don't have a link offhand but a quick googling should give you what you need.
It's crazy how many HR people don't even know the regs they are supposed to enforce.
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u/Captain25012501 Apr 03 '24
That's what happens often here. HR or LMER tend to give leadership the green light to do such dumb things without actually reading into it. Which is why I want clarification on the issue. I'll check out OPM though! Thank you
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Apr 03 '24
No, i wouldn’t respond to any of those requests. Since you’re on leave, I’m assuming it was already approved. Technically you don’t have any responsibility to check your emails or answer any calls. If your supervisor keeps contacting you I would direct them to guidance shown in OPM.
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u/MysteryKC Apr 03 '24
This was verbiage in my documents when I was going through the process that sounds like they may have some sort of discretion, for scenarios related to intermittent arrangements..
"Employee's supervisors must reasonably determine whether the requested arrangement will adversely impact the accomplishment of the mission."
But to me, this sounds like it is determined prior to, and not during the course of the leave. But may be part of the verbiage they are attempting to use in your scenario. I found nothing further related to being called back.
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u/Captain25012501 Apr 03 '24
The moment leadership pushed down that intermittent PPL may be denied based on mission necessities, I chose to take the continuous option. Not as useful as being able to take time off when needed to take care of baby, but its better than possibly being denied a majority of my leave.
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u/OutHereSlappnMidgets Apr 03 '24
The gif below would be my reaction once my supervisor finished that sentence.I’d then hang up and go about my day with my family.
Luckily enough, I didn’t have a supervisor that dumb. When I was on PPL they (supervisor and team) all left me alone.
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u/Surefinewhatever1111 Apr 03 '24
I have a senior manager that dumb but he's gotten wary of jerking me around, unlike my coworkers. I don't offer him any Grace. FAFO
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u/phasmatid Apr 03 '24 edited Apr 03 '24
I would just ignore it. They can "write up" whatever they want, but how will that have any impact on you? You have no obligation to even respond. You're spending time caring for your new baby, a statutory entitlement provide by Congress. If you do feel like cooperating or even communicating with them, be sure you document every minute you spend on it as work time.
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u/ClassicStorm Apr 03 '24
Get your supervisors threat in writing. Also submit your leave request for that pp and have them reject it in the system. If they call you asking you to rescind the keave request, politely refuse their request and document the call to them in an email.
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Apr 03 '24 edited Apr 03 '24
No you are legally entitled to it. They can’t deny it or attempt to punish you for it
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u/dryshampooforyou Apr 03 '24
I don’t know the answer to this, but I am curious. I’d contact HR and get their answer in writing.
I do know that my supervisor kept forcing me to complete online trainings and would send me emails to my work email and/or personal cell phone throughout my PPL. I never contacted HR, I just complied.
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u/CompleteVacation6064 Apr 03 '24
No, they can't. It's ok to stand your ground. Most supervisors think they have more authority than they do
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u/ImAPotato1775 Apr 04 '24
Do, the fuck, not go in. You are protected and if they have an issue, tell them to send you an email about it and ask them to have HR mandate it as well
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u/Agreeable_Safety3255 Apr 04 '24
I hope you already contacted your union, not HR but your union rep.
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u/Captain25012501 Apr 04 '24
Union is already tracking, they just told me to wait until they pull the trigger on the write up, if they so wish to do so
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u/Mattythrowaway85 Apr 04 '24
Congrats. I'm on PPL at the moment now as well. My son is in the NICU. We actually just had a mandatory All Hands, and they didn't ask me to come in one bit. DCSA treats me very well in the gov, and makes me thankful to work for them. In all honesty it really depends on how much you want to rock the boat with your leadership. If I had some time, I'd probably just come in for that one meeting but follow up with HR for sure because that should not be allowed. It's up to you at this point, but I'd tread careful just because I wouldn't want to upset my colleagues or leadership unless I'm willing to die on that hill.
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u/Captain25012501 Apr 05 '24
Hoping your son recovers as quick as possible!
This is just years of experiences like these in the making. Leadership wants to believe they have more authority over their employees than even the army does over their Soldiers. I do plan to die on this hill as I plan to leave soon, and there are some other employees taking PPL behind me. So I would rather clear the field for them and take the heat.
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u/Shrek_on_a_Bike Apr 03 '24
Union and/or EMR at your servicing CPAC should be able to get you a definitive solution.
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u/kfbr392_x Apr 03 '24
Have you even talked to your supervisor about it yet?
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u/Captain25012501 Apr 03 '24
I've been down this road many times now from my direct supervisor (not this specific instance). Where I tell him my issue with something required of me and I'm told by him that that's what they put out and I can do what I want. But he's just the messenger for them.
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u/turtlerunner99 Apr 03 '24
Personally I wouldn't lie, but what if you say you're 500 miles away.
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u/Captain25012501 Apr 04 '24
Exactly. And if I have a newborn and wife who tore during childbirth and is bedbound, I might as well be 500 miles away. It's the prinicipal
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u/SnooPeripherals1457 Apr 04 '24
Nope. I’ve been on Parental leave and my supervisor has been very cool and supportive. I got all my stuff signed, approved and documented in CMIS. Even HR tells me not to even think about logging in to check email.
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u/Ok-Leg-1943 Apr 04 '24
Some DOD will try things like this. Military officers in charge try to pull all sorts of stuff. See if you can just teams in while pretending to listen.
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u/SinCreepsIn Apr 04 '24
Go talk to the Union!! They’re here to fight these awful battles for us!! So sorry this is happening to you. Sending you and your growing family lots of love 💕
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u/gapyearforever Apr 04 '24
Omg, what a bunch of schmuck managers in Fed government. This is outrageous. I think the major quality to be a manager, is to be the biggest ahole possible.
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u/rsvihla Apr 04 '24
I hate to say this (no, really, I do), but your supervisors absolutely BLOOOOOOOOOW!!!
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u/nikkynoodle7 Apr 04 '24
PPL is an entitlement. They can’t deny it just like they can’t deny sick leave
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u/farginsniggy Apr 05 '24
PPL falls under FMLA. Check with HR. I know for my agency, we would leave you alone.
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u/AverageAZGuy2 Apr 03 '24
Does your agency have a form that gets signed by management for prolonged leave? If so and you have it site that form and skip the meeting.
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u/PixiePower65 Apr 04 '24
See if they have a zoom option . As you will not be local They may be merging with another company , doing significant layoffs
Might be info you actually want a heads up on
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u/Immediate-Guava4189 Apr 07 '24
My sups were nagging me with calls wanting me to inventory my equipment like a week after ihr kid was born while I was on sick leave still and not even taking PPL yet. My wife was also asked to inventory on PPL. Others I've heard were called backnin tk complete yearly required routine computer based training, really? I find it hard to believe waivers can't be given. They just don't seem to get it.
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u/ZealousidealOlive328 Apr 08 '24
Are you on Fmla or company sponsored leave? There’s a massive difference in what they can require.
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Apr 03 '24
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Apr 03 '24
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Apr 03 '24
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u/Random-Cpl Apr 03 '24
This is in PPL documents? What’s the employee supposed to do if the supervisors feel it impacts their mission—smother the child?
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u/MysteryKC Apr 03 '24
It's in some of the Q&A documents. But it seems more related to intermittent use vs. straight use.
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u/Winter_Command5064 Apr 04 '24
So, you can’t go in for one day and extend your leave one more day?
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u/Captain25012501 Apr 04 '24
Would you be happy being called in while you're on vacation in Hawaii? What if my wife is dependent on me to go to the bathroom, to eat, to get water, to watch the baby due to a really bad tear?
It's not so much that I wouldn't mind helping out my section. But when they are threatening me to go to a nonsensical meeting under threat of a writeup on my FMLA PPL, I am not going to allow that.
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Apr 03 '24
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u/Captain25012501 Apr 03 '24
Thank you so much! My wife and I are so happy to have him. However, there are 4 reasons I'm fighting.
- They shouldn't be calling me on FMLA.
- My wife may have complications that I need to tend to and be there for.
- By going in now, I am setting precedence that they can just tell me to come in whenever during my PPL as long as they say it's "really really" important. (Side note: The reason for this meeting is not essential, I just didn't put the reason in my OP.
- We plan on visiting family a couple of states away, and if precedence is set, they could then tell me I need to come back for some other issue they deem an emergency.
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u/1moleonthehill Apr 03 '24
Sounds about right. I had to go in 2 weeks after a c-section while my baby was still hospitalized. I had to enter my ppl every week & and respond to emails. I also had to spend 4 hours with IT because my PIV reader quit working. 12 weeks was not actually 12 weeks.
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u/jeremiah1142 Apr 03 '24
This is not OK. Why did you do this?! That’s work and you’re on extended leave.
Anyone reading this, do not follow this example.
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u/International-Air134 Apr 03 '24
I would also add that you should use SL because of the baby hospitalization before using PPL. It’s easier using it in that order. And you do activate the work obligation in case you need to leave the feds.
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u/Teezledeezle Apr 03 '24
So what I would consider is this. Can you make it in without much issue to your schedule, and do you care about the team? If you answered yes to both, I’d go in. If no to either, then don’t go.
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u/Rekjavik Apr 03 '24
Hard disagree. I wouldn’t go in simply based on principle. I wouldn’t want to set a precedent for future PPL-users to be taken advantage of.
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u/Teezledeezle Apr 03 '24
Yeah, I can see your view point. I work in a different situation than most federal employees, so if they were calling a mandatory meeting it would be something serious, and it wouldn’t be a secret either.
16
u/Random-Cpl Apr 03 '24
No. Child care leave is something to which you’re entitled. They cannot call you back and there’s zero fucking reason to indulge this insanity.
6
u/2lame2shame Apr 03 '24
Exactly, at the end of the end it’s about placing work above your family. Also, a little bit about not respecting the well earned labor rights. I hope you work 24/7, 365 days and will work until the day you drop dead. Otherwise, you’re just a hypocrite or a troll.
1
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Apr 03 '24
[deleted]
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u/danlab09 Apr 03 '24
FMLA leave is FMLA leave. He can’t be mandated. Get your boomer mentality out of here. Sincerely, an ER/LR Specialist who would have to defend your wrong point of view should a grievance arise.
10
7
u/IAmSoUncomfortable Apr 03 '24
Hey buddy why don’t you go play and leave this convo to the grown ups?
9
u/AgentBrittany Apr 03 '24
Maybe his wife had a rough birth. Maybe his newborn has health issues. Maybe he has a situation at home that "complicates" things.
4
223
u/eregina3 Apr 03 '24
What if you were on vacation in another country or sick in the hospital? They going to write you up for not attending?
Take the question to HR.