Why am I trying to make career changes already? - page 2

Or even considering it? My hubby and I were talking today. He was talking to his nurse mgr, who told him "Once you graduate, don't stop". DH explained he was planning on going back to school to get... Read More

  1. by   Toothbrushx2
    Quote from Future_RN_Jess
    Follow your heart and dream. God bless you in whatever route you take.
    I agree with Future_RN_Jess
  2. by   Balder_LPN
    Here is the info on the Family Medical Leave act also look at the website

    http://www.dol.gov/esa/whd/fmla/

    Covered employers must grant an eligible employee up to a total of 12 workweeks of unpaid leave during any 12-month period for one or more of the following reasons:
    for the birth and care of the newborn child of the employee;
    for placement with the employee of a son or daughter for adoption or foster care;
    to care for an immediate family member (spouse, child, or parent) with a serious health condition; or
    to take medical leave when the employee is unable to work because of a serious health condition.

    a) An employer covered by FMLA is any person engaged in commerce or in any industry or activity affecting commerce, who employs 50 or more employees for each working day during each of 20 or more calendar workweeks in the current or preceding calendar year. Employers covered by FMLA also include any person acting, directly or indirectly, in the
    interest of a covered employer to any of the employees of the employer, any successor in interest of a covered employer, and any public agency. Public agencies are covered employers without regard to the number of
    employees employed. Public as well as private elementary and secondary schools are also covered employers without regard to the number of employees employed. (See Sec. 825.600.)

    a) An ``eligible employee'' is an employee of a covered employer who:
    (1) Has been employed by the employer for at least 12 months, and
    (2) Has been employed for at least 1,250 hours of service during the 12-month period immediately preceding the commencement of the leave, and
    (3) Is employed at a worksite where 50 or more employees are employed by the employer within 75 miles of that worksite. (See Sec. 825.105(a) regarding employees who work outside the U.S.)
  3. by   bsngrad2be
    While the Department of Labor does handle the legalities of FMLA, the Pregnancy Discrimination Act is as subset of FMLA and is handled by the EEOC. http://www.eeoc.gov/types/pregnancy.html

    This website will tell you all you need to know about your rights and what the employers guidelines are to make sure you are recieving the same benefit as any person ill or Disabled.

    I would copy this website to your HR Department as well. Having handled many claims from employees through the EEOC, I can assure the HR department will take notice as it is no picnic to process these claims.

    Good Luck!
  4. by   fotografe
    On what grounds are they firing you? At the very least you are eligible for unpaid FMLA. Be sure you file for unemployment.
    Quote from Aneroo
    Or even considering it?
    My hubby and I were talking today. He was talking to his nurse mgr, who told him "Once you graduate, don't stop". DH explained he was planning on going back to school to get a master's, then mgr said "No. I mean find what you're passionate about and go after it with all you have."
    That struck me. What am I passionate about? I work in an ER. My dream job since I was a tween volunteering in the ER back home. I love the pace, I love the unexpectedness- I just love it.
    But then I thought about it again- am I passionate about it? Not really. The ones I get excited about and am eager to care for are the female patients. I like the chance to teach, to connect with them (I mean ob/gyn pts). Those are the ones I look forward to caring for most. Strange? I've always enjoyed women's health. I think there is such a lack of knowledge there on the patients part- there is so much room to reach and teach, KWIM?

    I'm at the point already where I might consider a career change. I'm having issues with my employeer and my maternity leave. Basically, I'm getting fired when Anna is born, then they will rehire me once I am medically cleared by my OB (6-8 weeks depending on type of delivery). This leaves me with a lot of choices. Do I want to return to an employeer that would do that to someone- leave a new mom without pay or insurance?
    This has been tearing at me lately. Today's conversation got me going even more. I guess this is more of a vent then a question. Comments welcome.
  5. by   Aneroo
    Again, I won't be eligible for FMLA. I've been employed there since June.

    Thanks for the links. Once I can figure out how my DH has the printer hooked up, I'm going to print them out.
  6. by   august_snow
    Quote from steelcityrn
    ...but i say things happen for a reason, i would go for the passion before years of nursing go by and steal it from you.
    this situation, which now seems crazy to you, may be just what you need to get the courage to go after something you are realizing you have a passion for.

    without the ed experience, you may have never fully realized this passion...and without the ignorance of your manager you may of never had the opportunity or thought to put it into action.

    maybe you can apply for unemployment or something to get you through the 6-8 weeks-enjoy the time with your new, beautiful baby and then start somewhere fresh...in the field you are in love with!

    i wish you the best of luck and i hope you keep us posted!

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