When Tim requested annual leave to care for his wife, the supervisor felt bad about denying it, because he knew Tim’s wife was having severe reactions to her chemotherapy. However, a critical project would not come in on deadline if Tim took leave at that time. The supervisor felt he did not have to mention or consider FMLA if Tim did not invoke it. Tim stayed home with his wife despite the denial, and the supervisor charged him AWOL. Tim is now grieving both the denial and the AWOL. What do you say?
 
 
 

Example: Marta

Marta’s back problems have worsened to the point that she cannot stand or walk for more than a few minutes and has serious difficulty with stairs. She has requested 12 weeks of leave under FMLA to augment sick leave for surgery, recovery, and rehabilitation. The total absence may be four or five months, depending on her rehabilitation progress. The supervisor wants to post and fill her job because of the high workload. She knows that under FMLA, she is allowed to return Marta to an equivalent position. The administrative officer shows you the recruitment SF-52 and asks if this is OK. What do you say?
 
 
 
 

Example: Cynthia

Cynthia says her frequent absences are all because of her diabetes, which she has documented. The doctor’s statement did not specify how often her symptoms were likely to be incapacitating. The supervisor would like documentation for each absence, under the terms of the leave restriction notice Cynthia was under before she invoked FMLA. He also feels he should be able to discipline her if she does not follow the office call-in procedure on the days she is absent, even if the absence itself is legitimate. Cynthia says the agency knows she has diabetes, and she shouldn’t have to "jump through hoops every time" once she has proved her entitlement under FMLA. What do you say?