Keep in mind, it's not like she just called called into the office for showing a baby bump. She was requesting paid leave, and special considerations for her being old.
Yeah, lets hire more women.
Ummm, those laws she was requesting to use exist for a reason.
Didn't say they weren't laws.
Yeah, it's amazing what women's lib has done for the country.
rah rah rah
She probably identifies as a frontline worker too. Hero!
Womens lib? You know 40% of our workforce, including me, qualify and use FMLA(and in some circumstances ADA) every day for numerous reasons. One going for cancer treatments right now, anothers child cancer treatments. A lot of spouses of disabled vets taking their loved ones to the VA. On and on. Has nothing to do with "womens lib"
Womens lib? You know 40% of our workforce, including me, qualify and use FMLA(and in some circumstances ADA) every day for numerous reasons. One going for cancer treatments right now, anothers child cancer treatments. A lot of spouses of disabled vets taking their loved ones to the VA. On and on. Has nothing to do with "womens lib"
I think you will find that many people wonder why the employer is expected to pay for their employees personal circumstances. I'm not sure how a logical argument can be made to make the employer practically responsible for the personal predicaments of their employees.
"fired for........." headlines and stories usually leave out the real reason for the termination. This one included. In Florida, you don't need a reason to fire someone.
That maybe true in most cases but you can still lose a case if you discriminate against someone for things like disability, religion or lack of religious belief, sexual orientation, treating employees differently because of pregnancy, political affiliation and so on. You can't hold an employee to a contract where they agreed to be treated unlawfully by you. Dave will learn.
Is it not interesting that a private company sets some standards important to its enterprise - whether agreeable or not to the general populace - and is to be criticized for dong so?
Womens lib? You know 40% of our workforce, including me, qualify and use FMLA(and in some circumstances ADA) every day for numerous reasons. One going for cancer treatments right now, anothers child cancer treatments. A lot of spouses of disabled vets taking their loved ones to the VA. On and on. Has nothing to do with "womens lib"
I think you will find that many people wonder why the employer is expected to pay for their employees personal circumstances. I'm not sure how a logical argument can be made to make the employer practically responsible for the personal predicaments of their employees.
Now wait, theres give and take. Actually a lot of take if you file FMLA. For instance where I work if you file FMLA when you take a day they take and pay you your vacation day. No law states a company has to give anyone vacation, its a benefit they freely give their employees. Whether they take vacation or take FMLA that employee wouldnt have been there.
Now, once the employees vacation is exhausted, the employee is allowed the FMLA day off without pay. The employer is burdened at that point, ill agree. But so is the employee, no pay. No, the employer cannot terminate the employee....but thats a good thing right? Do we want millions of people on SSI? Food stamps? Because thats what would happen if we had no protections in place.
Womens lib? You know 40% of our workforce, including me, qualify and use FMLA(and in some circumstances ADA) every day for numerous reasons. One going for cancer treatments right now, anothers child cancer treatments. A lot of spouses of disabled vets taking their loved ones to the VA. On and on. Has nothing to do with "womens lib"
I think you will find that many people wonder why the employer is expected to pay for their employees personal circumstances. I'm not sure how a logical argument can be made to make the employer practically responsible for the personal predicaments of their employees.
Now wait, theres give and take. Actually a lot of take if you file FMLA. For instance where I work if you file FMLA when you take a day they take and pay you your vacation day. No law states a company has to give anyone vacation, its a benefit they freely give their employees. Whether they take vacation or take FMLA that employee wouldnt have been there.
Now, once the employees vacation is exhausted, the employee is allowed the FMLA day off without pay. The employer is burdened at that point, ill agree. But so is the employee, no pay. No, the employer cannot terminate the employee....but thats a good thing right? Do we want millions of people on SSI? Food stamps? Because thats what would happen if we had no protections in place.
Maybe we could get back to personal responsibility. Like if I can't afford the days off. Or the bills. Etc.. then I shouldn't get pregnant and have a child? It would be a hell of a start.
We can keep Larry Root and all his idiotic blabber and user names on here, but we can't get Ralph back..... Whiskey Tango Foxtrot, over....
Womens lib? You know 40% of our workforce, including me, qualify and use FMLA(and in some circumstances ADA) every day for numerous reasons. One going for cancer treatments right now, anothers child cancer treatments. A lot of spouses of disabled vets taking their loved ones to the VA. On and on. Has nothing to do with "womens lib"
I think you will find that many people wonder why the employer is expected to pay for their employees personal circumstances. I'm not sure how a logical argument can be made to make the employer practically responsible for the personal predicaments of their employees.
FMLA says nothing about paying for your time off. It only guarantees you will have a job when you are ready to come back, within time constraints.
People who choose to brew up their own storms bitch loudest about the rain.
Womens lib? You know 40% of our workforce, including me, qualify and use FMLA(and in some circumstances ADA) every day for numerous reasons. One going for cancer treatments right now, anothers child cancer treatments. A lot of spouses of disabled vets taking their loved ones to the VA. On and on. Has nothing to do with "womens lib"
I think you will find that many people wonder why the employer is expected to pay for their employees personal circumstances. I'm not sure how a logical argument can be made to make the employer practically responsible for the personal predicaments of their employees.
FMLA says nothing about paying for your time off. It only guarantees you will have a job when you are ready to come back, within time constraints.
DOL gives employers 4 options how to use FMLA. I have the info on my laptop, but you might be right as far as pay. Those options might only pertain to calculating time off.
Maybe we could get back to personal responsibility. Like if I can't afford the days off. Or the bills. Etc.. then I shouldn't get pregnant and have a child? It would be a hell of a start.
Companies dont give a schit about what you think is responsible or ethical. Only bottom dollar, which is why these laws were needed and enacted.
Womens lib? You know 40% of our workforce, including me, qualify and use FMLA(and in some circumstances ADA) every day for numerous reasons. One going for cancer treatments right now, anothers child cancer treatments. A lot of spouses of disabled vets taking their loved ones to the VA. On and on. Has nothing to do with "womens lib"
I think you will find that many people wonder why the employer is expected to pay for their employees personal circumstances. I'm not sure how a logical argument can be made to make the employer practically responsible for the personal predicaments of their employees.
FMLA says nothing about paying for your time off. It only guarantees you will have a job when you are ready to come back, within time constraints.
If one of my employees doesn't show up for six months, I have to hire someone to fill in. You ever tried to get someone to move their family to BF, Idaho, for a six month gig? And they'd be living in a camper, because there's no housing at any price. Or run everyone into the ground with extra hours, which is impossible in the summer, because there AREN'T any extra hours.
This has been an ongoing thing with Dave Ramsey/Ramsey Solutions.
"Ms. O’Connor finally had a meeting with the head of Human Resources and the board members and was informed she was being terminated due to her pregnancy and for a violation of 'company conduct,' because she is not married to her partner, the baby’s father," Collins wrote in the suit. "Ramsey contends that her committed relationship and her pregnancy are a violation of its 'righteous living' policy."
Womens lib? You know 40% of our workforce, including me, qualify and use FMLA(and in some circumstances ADA) every day for numerous reasons. One going for cancer treatments right now, anothers child cancer treatments. A lot of spouses of disabled vets taking their loved ones to the VA. On and on. Has nothing to do with "womens lib"
I think you will find that many people wonder why the employer is expected to pay for their employees personal circumstances. I'm not sure how a logical argument can be made to make the employer practically responsible for the personal predicaments of their employees.
FMLA doesn’t have to be paid. But it does have to be granted. Some pay, some don’t.
Ramsey tries to run his company in accordance with Biblical standards and sex outside of marriage is outside of those standards. With people involved in sin, the Bible says to go to them and try to help them clean up their act. Forgive them and try to help them. But, if they won't comply and continue with the sin, give them the toss. I have no idea how much of a chance to change she was given but I suspect it was considerable simply because that's the Biblical way to handle the situation.
Wonder what kind of sin Ramsey is involved with? 😁
Apparently you arent listening. Dave Ramsey does not sin.
Life (and forums) is like a box of animal crackers----There's a Jackass in every box
Pretty simple to me. She signed a contract, and violated it.
There are no constitional rights in employment. No freedom of speech, No freedom to hand out fliers, No freedom to promote your (employees religon).
Plus all you union haters love at will employment, and pretty Tn fits that Bill.
Even here in Pa we are At Will. You can fire any (non-union) person...because you want to. The only issue is whether they were fired for cause. If not, they can get unemployment .
Or, if they can claim some sexual or racial discrimination.
Wonder how many defending her would be, if it was a guy?
Caught giving black truckers head through the glory hole in the rest area bathroom?
And explain why that should be different?
Without trying to push your morals on others.
Parents who say they have good kids..Usually don't!
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