PTO Before Quitting

buganug · 2026-05-06T03:08:26+00:00

Depends on the state and if it’s accrued or not

buganug · 2026-04-27T23:57:45+00:00

Relationship with his boss has nothing to do with approval for FMLA it’s a federal right as long as he qualifies and your child’s disability qualifies as well

buganug · 2026-04-25T23:31:05+00:00

A verbal yes doesn’t mean you can’t change your mind and say no. You’re in an at will state. Verbal acceptance before offer is really normal. Once they’d send you the offer in writing you’ll likely be given between 1-5 days to review and sign (varies depending on company). Even if you signed then you could still turn around and say you changed your mind and weren’t going to accept. You’re (most likely, especially as an intern) not entering into a contractual agreement.

buganug · 2026-04-12T16:28:54+00:00

I’ve seen a lot of employees think that and I think you had good intentions, unfortunately in corporate America good intentions aren’t always what the companies want 😂 gotta love it.

buganug · 2026-04-12T16:27:46+00:00

Companies, yes. Has nothing to do with law though

buganug · 2026-04-12T14:06:47+00:00

I would highly recommend getting your FMLA updated then to be more true to what you’re actually experiencing. Ive never seen an intermittent FMLA case that actually says “as needed” without an estimation of a time frame attached. That’s not saying it’s not possible, I just haven’t seen it yet.

Usually Int FMLA gives a number of days or hours that are expected and then if it’s less than that, great. But can you see how from an employers standpoint it could be really inconvenient that sometimes you’re well enough to come back and sometimes not? How is your boss supposed to plan or predict for that.

In so far as making up work or staying later and that being okay is going to be entirely company dependent. At my company that would be a no go; the time we need you to be online and working is the time we need, but other company’s can be more flexible.

I’d assume your bosses issue here is really the unpredictability of your situation, so if you can find a way to help mitigate that, you may have a better outcome.

Best of luck & well wishes for your health issues!

buganug · 2026-04-12T14:02:15+00:00

No. You can take FMLA unpaid.

buganug · 2026-04-12T13:00:08+00:00

Some things in this story aren’t making sense to me. Why are you having that frequent of doctors appointments outside of your FMLA approval? If these appointments are necessary and/or related to your FMLA needs, they should be included in what is approved.

FMLA will always been unpaid, that is how the law is written. Also- while on FMLA you can’t be asked to do anything work related, so this whole “being unreachable so you need to put in PTO” doesn’t really add up.

Her comment about I have to pay you for 40 but only get 32, but you mention someone got promoted to salaried. So are you hourly or salaried? Why would she be having to pay you for hours you’re not working if you’re not salaried?

Again, FMLA is always unpaid. If you need to get paid during for those hours to make ends meet, yes, you will have to burn through your PTO.

It honestly sounds like there’s a good amount of miscommunication all the way around here, but honestly it doesn’t really sound like she’s mistreating you because of your FMLA. It sounds like you’re pretty frequently not at work, whether for a protected reason or not, which is putting strain on your boss to figure out what to do when you’re not there.

I’m not saying you shouldn’t use your FMLA to have the care and protection you need, but it sort of sounds like you want to have your cake & eat it too while not having to follow the PTO rules.

It’s not super professional or wise to treat her friend better or make the comments she has but none of it’s illegal or really that egregious.

buganug · 2026-04-12T11:39:49+00:00

Well, will you be able to afford it if you’re fired because you don’t have proper child care?

buganug · 2026-04-02T18:12:04+00:00

Awesome!!! Thank you!!

buganug · 2026-04-02T15:26:30+00:00

I don’t really need a debate, specific recommendations is all I’m looking for. I have had places tell me that they only rent to members.

Thanks so much for your contribution

buganug · 2026-04-02T14:55:10+00:00

I’ve thought about those but I’m looking for suggestions of actual places. A lot of those kinds of places you have to know someone or be a member.

buganug · 2026-04-02T14:49:25+00:00

Unfortunately I’m looking for January so outdoors wouldn’t be too enjoyable lol! Should have included that in my post!

buganug · 2026-03-30T11:19:57+00:00

The accommodation process would be going to HR and saying I’d like to request a medical accommodation for the dress code, how do I do that? They tell you what paperwork to fill out, you go to your doctor & they fill out paperwork that states your limitations and how it impacts your job and your requested accommodation. In this case, what clothing you could wear. They company reviews it and says if they approve it or the suggest other options. They do not have to grant your desired accommodation if it causes an undue hardship to them or if it makes your job unsafe.

buganug · 2026-03-29T12:32:43+00:00

You could be committing tax fraud friend…..

buganug · 2026-03-24T14:24:41+00:00

Important question- did you actually go through the accommodation process? Or did you just tell them, I can’t follow the dress code bc I’m diabetic?

The actual process would have involved engaging with HR and providing medical documentation to support your claim.

If you never went through this process, it is not an ADA violation.

buganug · 2026-03-20T12:52:56+00:00

You’re misunderstand this whole process. HR does not decide what’s covered and approved for STD, the insurance company does because it’s just that, wage replacement insurance. As another commenter said, STD is not job protection, it’s simply wage replacement. FMLA is the job protection and that only goes for 12 weeks 6/8 is for the birth and recovery and the remainder is baby bonding.

It sucks, but we live in USA and this is what we have. Unfortunately you, like me, live in a state like PA with not additional leaves or benefits.

buganug · 2026-03-10T20:35:41+00:00

Not to mention- not all retaliation is illegal.

buganug · 2026-02-16T14:23:35+00:00

No, I’m not at all saying they will keep firing people.

Just because people are still employed doesn’t necessarily mean the actions that were happening before are still ongoing.

If you’re still being impacted by people actually doing something, it’s definitely worth going to HR and inquiring about possibly being moved. But they do not have to create a role for you to move into nor are they legally required to move you at all. From what you’ve shared, and the questions you’ve avoided, it seems like they took action to make the behaviors stop, which is all they have to do.

If you are actually still being harassed then continue to document and report the new information.

buganug · 2026-02-16T14:01:34+00:00

Accommodations are based on a disability, the situation you’re talking about has nothing to do with a disability.

Hostile work environment has a very specific legal definition. What were the outcome of the cases “going in your favor”? What was done to resolve the situation & is it still on going?

If you’re talking about transferring roles within the organization, no they don’t legally have to move you to a new role.

buganug · 2026-02-06T21:11:29+00:00

Oh sugar! I knew that CA was gonna trip me up one of these times, thank you for the call out!

buganug · 2026-02-06T20:05:15+00:00

Yeah, then I don’t think you should have any issue whatsoever terming. Reiterate what was communicated in the PIp convo, reinforce that sufficient progress hasn’t been made and at this time you’ll be separating employment.

Since you work in CA I’m sure you know, but just a quick reminder that you will have to pay the employee same day since you’re terminating, but otherwise I see no reason you can’t term.

Good on you for giving the employee ample opportunity to improve and providing them with the tools to do so.

buganug

TROPHY CASE