Abso-freakin-lutely you are covered under the FMLA law on this. You showed the responsibility of notifying mgmt of your need for time off in a timely manor. It is a legitimate reason and at the most you will only need to provide proof of your wifes surgery and that can be done AFTER you return to work. I have separated the paragraphs that pertain to you below. Call work and tell them you WILL be absent for your wife as you notified them,under the FMLA act,and will bring proof of her medical condition if they request it. Take enough time off to properly care for her wife. You are protected by law. Here is the toll free phone number for the national Dept of Labor.
(866) 487-9243 Any trouble on your part feel free to call and they will help you register a complaint which will help change your center manager`s tune.
[FONT=Calibri,Bold]Section 6. Family and Medical Leave Act (FMLA)[/FONT]
All employees who have worked for the Company for a minimum of twelve (12) months and worked at least 1250 hours during the
past twelve (12) months are eligible for unpaid leave as set forth in the Family and Medical Leave Act of 1993.
Additionally, any employee not covered above, that has worked for the Company for a minimum of thirty-six (36) months and accrued
at least 625 paid hours during the past twelve (12) months is eligible for unpaid leave as set forth below, except that the amount of
leave allowed will [FONT=Calibri,Bold]shall [/FONT]be computed at one half (1/2) of the time provided by the FMLA.
Eligible employees are entitled up to a total of 12/6 weeks of unpaid leave during any twelve (12) month period for the following
reasons:
1. Birth of a child;
Adoption, or placement for foster care;
(3. To care for a spouse, child, or parent of the employee due to a serious health condition)
4. A serious health condition of the employee.
The employee’s seniority rights shall continue as if the employee had not taken leave under this section, and the Employer will [FONT=Calibri,Bold]shall
maintain health insurance coverage during the period of the leave.
The Employer may require the employee to substitute accrued paid vacation or other paid for leave for part of the 12 / 6 week leave
period.
(The employee is required to provide the Employer with at least thirty (30) days advance notice before FMLA leave begins, if the need
for leave is foreseeable. If the leave is not foreseeable, the employee is required to give notice as soon as practicable.)
The Employer
has the right to require medical certification of a need for leave under this Act. In addition, the Employer has the right to require a
second (2nd) opinion at the Employer’s expense.
The provisions of this section are in response to the Federal Act and shall not supersede any state or local law which provides for
greater employee rights.
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