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<blockquote data-quote="quadro" data-source="post: 822000" data-attributes="member: 12850"><p>That's correct. You have to use any remaining sick days before you go on short-term disability. In fact, you have to be out 7 calendar days before STD. That's irrelevant as far as your review goes. Just because you used sick days, you don't necessarily take a hit on your review. Were you given FMLA paperwork? If so, did you complete it and send it back? If your manager didn't give you the paperwork, you need to talk to your HR and HCMP people. If they didn't give you paperwork, your absence will pretty much automatically be counted as FMLA (which, as long as you qualify, it probably would anyway). This means that the sick days and leave cannot be counted against you on your review.</p><p></p><p>I've only seen this once or twice. Doesn't mean it doesn't happen more often but I think it is the exception rather than the rule. This being someone signing an offer letter and then withdrawing. So maybe your manager has never dealt with it before and genuinely didn't know the policy. Either way, you had already signed the offer letter and made the decision not to go.</p><p></p><p>Why would he need to evade giving you an answer? You already signed the letter and made the decision not to go.</p><p></p><p>Yes it would leave you having to find a place to live which you already said you couldn't afford to do. JCATS might not tell you but policy does. And, no, I don't expect everyone to know all the policies. However, if you had any doubt that you might not want the position, asking before you sign would be a common sense thing to do. You are after all signing an offer letter that has stipulations and commitments. Why would you treat it as something the manager takes home and puts on the fridge next to his kid's pictures?</p><p></p><p>And they shouldn't create anything special for you. That's how multi-million $$ lawsuits get started.</p><p></p><p>Because that would be giving you special treatment that isn't given to other employees. At least with a hardship there is substantial documentation indicating why a person's need is overwhelmingly greater than that of the average person. Things such as you being the only person that can take care of a dying relative. To "just let you go" wouldn't be fair to other people who have time commitments. Why should you be allowed to go and not them?</p><p></p><p> I can't tell you for sure that he is or is not holding a grudge but everything you've stated boils down to a few things:</p><p>1. You've misunderstood how the attendance policy works</p><p>2. You signed an offer letter without doing due diligence</p><p>3. You realized your mistake and are looking for someone to bail you out</p><p>4. You want policy followed except when it comes to you</p><p></p><p>Seems to be a common thread in your career. Take some responsibility for your actions and accept the consequences of those actions.</p></blockquote><p></p>
[QUOTE="quadro, post: 822000, member: 12850"] That's correct. You have to use any remaining sick days before you go on short-term disability. In fact, you have to be out 7 calendar days before STD. That's irrelevant as far as your review goes. Just because you used sick days, you don't necessarily take a hit on your review. Were you given FMLA paperwork? If so, did you complete it and send it back? If your manager didn't give you the paperwork, you need to talk to your HR and HCMP people. If they didn't give you paperwork, your absence will pretty much automatically be counted as FMLA (which, as long as you qualify, it probably would anyway). This means that the sick days and leave cannot be counted against you on your review. I've only seen this once or twice. Doesn't mean it doesn't happen more often but I think it is the exception rather than the rule. This being someone signing an offer letter and then withdrawing. So maybe your manager has never dealt with it before and genuinely didn't know the policy. Either way, you had already signed the offer letter and made the decision not to go. Why would he need to evade giving you an answer? You already signed the letter and made the decision not to go. Yes it would leave you having to find a place to live which you already said you couldn't afford to do. JCATS might not tell you but policy does. And, no, I don't expect everyone to know all the policies. However, if you had any doubt that you might not want the position, asking before you sign would be a common sense thing to do. You are after all signing an offer letter that has stipulations and commitments. Why would you treat it as something the manager takes home and puts on the fridge next to his kid's pictures? And they shouldn't create anything special for you. That's how multi-million $$ lawsuits get started. Because that would be giving you special treatment that isn't given to other employees. At least with a hardship there is substantial documentation indicating why a person's need is overwhelmingly greater than that of the average person. Things such as you being the only person that can take care of a dying relative. To "just let you go" wouldn't be fair to other people who have time commitments. Why should you be allowed to go and not them? I can't tell you for sure that he is or is not holding a grudge but everything you've stated boils down to a few things: 1. You've misunderstood how the attendance policy works 2. You signed an offer letter without doing due diligence 3. You realized your mistake and are looking for someone to bail you out 4. You want policy followed except when it comes to you Seems to be a common thread in your career. Take some responsibility for your actions and accept the consequences of those actions. [/QUOTE]
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