What is the name of your state (only U.S. law)? PA
Heres the situation (I'll try to keep it brief, please ask any questions to help clarify!): My wife took FMLA from her job as a Day Care Provider (for a national chain). She has 4 weeks left before it runs out and she returns to work. Her company has decided, due to economic reasons, to change their policy regarding employee childcare. Discounts will no longer be offered to employees who are not active as of Dec 1. Those that have children enrolled will continue to receive the current discount. My wife was told by her boss that unless she returns to work on Dec 1, she might not receieve the discount and might have to pay full price if she returns in January.
I understand that FMLA is there to protect the employee and ensure they continue to receive their benefits, etc. My wife was "active" and will be again when she returns. I guess the question is whether or not childcare constitues an "employee benefit". However, is the bigger issue here the apparent "interferring" with her FMLA rights by coercing her into returning early? We have no intention of "sueing" as this receiving a discount only amounts to an extra $200 a month. (the larger issue is the loss of the free childcare that would have kicked in when she hits 18mos!) We're just looking for any advice that might help us feel that we're right, they're wrong!
Appologies if this isn't the most eloquent of explanations...and I thank you for sticking around this long!
Heres the situation (I'll try to keep it brief, please ask any questions to help clarify!): My wife took FMLA from her job as a Day Care Provider (for a national chain). She has 4 weeks left before it runs out and she returns to work. Her company has decided, due to economic reasons, to change their policy regarding employee childcare. Discounts will no longer be offered to employees who are not active as of Dec 1. Those that have children enrolled will continue to receive the current discount. My wife was told by her boss that unless she returns to work on Dec 1, she might not receieve the discount and might have to pay full price if she returns in January.
I understand that FMLA is there to protect the employee and ensure they continue to receive their benefits, etc. My wife was "active" and will be again when she returns. I guess the question is whether or not childcare constitues an "employee benefit". However, is the bigger issue here the apparent "interferring" with her FMLA rights by coercing her into returning early? We have no intention of "sueing" as this receiving a discount only amounts to an extra $200 a month. (the larger issue is the loss of the free childcare that would have kicked in when she hits 18mos!) We're just looking for any advice that might help us feel that we're right, they're wrong!
Appologies if this isn't the most eloquent of explanations...and I thank you for sticking around this long!
