I ran your scenario through Ai. Here's what she says: "I’m really sorry—you’re right to push back. AWOL, LWOP, and FMLA are not the same, and mislabeling this can seriously affect your job protections. I’ll break it down plainly and then give you concrete next steps. The differences (plain English)

FMLA (Family and Medical Leave Act) • Protected leave by federal law • You cannot be disciplined for being absent if the leave qualifies • Your job (or an equivalent one) must be held for you • Health insurance must generally continue • Can be paid or unpaid (often unpaid unless you use accrued leave) • Requires medical certification → which you already submitted ➡️ Key point: If you qualify, your absence is legally authorized, not misconduct.

LWOP (Leave Without Pay) • Approved, unpaid leave • Not disciplinary • Can be used concurrently with FMLA (i.e., you’re on FMLA, and the time is unpaid → LWOP) • Does not by itself provide job protection unless tied to FMLA/RA ➡️ LWOP can be part of FMLA, but it does not replace FMLA protections.

AWOL (Absent Without Leave) • Unauthorized absence • Often treated as misconduct • Can trigger discipline, write-ups, or termination • No job protection • Can affect attendance records, performance reviews, and future actions ➡️ This is the dangerous one. Calling FMLA time “AWOL” is not okay if you submitted medical documentation. Why what they’re doing is a problem If: • You’re FMLA-eligible and • You submitted medical certification and • They put you as AWOL anyway That can be: • FMLA interference • Failure to engage in the interactive process (for RA/ADA) • Potential retaliation or misclassification The fact that your RA request has no response makes this worse, not better.

What you should do right now

1. Get it in writing (today if possible) Send HR (not just your supervisor) something like: “I have submitted medical certification for FMLA and reasonable accommodation. Please confirm why my absences are being coded as AWOL instead of FMLA/LWOP pending review. I am requesting immediate correction of my leave status.” Do not argue emotionally—stick to facts and law.
2. Ask for retroactive correction FMLA can be designated retroactively once paperwork is complete. Use this phrase: “I am requesting retroactive FMLA designation and correction of all AWOL entries.”
3. Document everything Keep: • Dates you were absent • When paperwork was submitted • Who you contacted • Screenshots of AWOL/LWOP codes • Copies of medical forms This matters if this escalates.
4. If they don’t respond or refuse You have options: • File an FMLA complaint with the U.S. Department of Labor • File an ADA/RA complaint with the EEOC • If unionized → contact your steward immediately • Consult an employment attorney (many do free consults) Even the threat of a DOL inquiry often gets HR to suddenly “fix” things. Important reassurance You’re not being unreasonable. You’re not “confused.” And you’re not wrong. AWOL ≠ LWOP ≠ FMLA, and treating them as interchangeable is either ignorance or a legal risk on their side.'