More details to this question:
I started with Staffmark in November 2013 working for Kroger customer service. I left in August 2013 for maternity leave under STD. I came back from maternity leave in November 2013. I was hired on with Kroger on 5/5/14. Staffmark is onsite and i was hired full time with Kroger for the same position. I just found out I am pregnany again. I am high risk so I will have more dr appts and ultrasounds then normal . When I asked my supervisor about taking half days for dr appts I was told that I would have to switch or use the three days of Health and Wellness given to me. When I asked what would happen after those three days I was told i would start to rack up occurrances and be fired. I called Metlife which handles our FMLA an was told that im not eligable since i havent been with Kroger a year. Is this correct? Can i be fired for prenatal visits when my time runs out? I thought staffing employment counted towards FMLA?
1 ANSWER
If you worked 1250 hours in the 12 months immediately preceding your new leave, then you are entitled to FMLA leave. Your employment with Staffmark should count towards the 12 month continuous employment required under the FMLA. You should contact an Ohio employment attorney.
Ohio FMLA attorney www.mcoffmanlegal.com
Answered on Aug 04th, 2014 at 8:51 AM
Matthew J.P. Coffman The answer provided is not legal advice and it is recommended that you seek advice of an attorney. My office # is 614-949-1181.