AboutThomas R. Ballas Expertise I will take questions about EEOC complaints, ADA, FMLA and most Human Resource issues. I am an expert in the Railway Labor Act and collective bargaining agreements.
Experience I have 36 years experience in the rail industry, 16 as the lead company negotiator for all Section Six talks.
Education/Credentials BA in Psychology, PHR and SPHR Certifications.
Question I am a male and was recently working for a company that offered paternity leave under FMLA (in the state of Washington). I did everything I needed to qualify for my leave, and communicated my intentions more than 60 days in advance of the leave. A few weeks after my baby was born (but before I took my leave) I was terminated from my employer (they claim one thing for the termination that's completely untrue -- WA is an at-will employment state so it doesn't matter...). Anyway, my leave that I planned to take was fully covered by my accrued sick time that was lost when I walked out the door -- my question is: do I have any rights to my FMLA leave?
Thanks!
Answer Chad:
I am not sure I understand. You were terminated, so you do not require a FMLA leave - you are not working. If you are asking if the company owes you the sick time you were going to use to continue your pay, the answer is contingent on Company policy. There is not state law that says sick time must be paid out when leaving the company, indeed, not requirement for sick or vacation time whatsoever. From the Washington state web site, http://www.lni.wa.gov/WorkplaceRights/LeaveBenefits/VacaySick/default.asp
"An employer is NOT required to give workers paid holiday, vacation, sick or bereavement leave.
Paid leave for holidays, vacation, sickness or bereavement following the death of a close family member are considered “benefits” that may be paid by the business under a policy, written agreement, personal contract, oral agreement, collective bargaining agreement or other form of agreement. There are no state laws requiring that such benefits be given. If the business agrees to give these benefits and then does not do so, workers may sue the business in a private legal suit in small claims court or through a private attorney. L&I does not enforce these agreements."
