Rn hurt by cold behavior

hi

i have been in nursing for 3 yrs with bsn 3.5 gpa, also enrolled in fnp program. recently i got terminated from job bcoz i refused to resign. i haven't done any errors on floors but had to take leave as my mom met with brutal accident , hit by car while crossing rd. she is disabled for life, is fully vent dependant and cannot speak and lies eyes opened.i had to go back and forth from one city to another to see and follow up on doctors reg my mom. i am only child.

my supervisors started giving me warnings knowing well i don't go to see my mom . i am doing this by taking my own personal and sick hrs etc. supervisor started finding fault with me even though coming to job was some change for me sometime. slowly they started showing me that i need to resign and i did not bcoz finding job is not easy. i cannot go for fmla as i do not qualify.

i have started hating nursing politics and mgmt because things can happen with anybody. i am sad, moral is down and feel like would i be able to go on floor again with so much cold behavior.

i don't know what to do

you may certainly apply for fmla to care for a family member, all it takes is a md letter that states how/why you are needed.

overview

* the family and medical leave act was amended on january 28, 2008. please visit wage and hour's web page for additional information.

the family and medical leave act (fmla) provides an entitlement of up to 12 weeks of job-protected, unpaid leave during any 12-month period to eligible, covered employees for the following reasons: 1) birth and care of the eligible employee's child, or placement for adoption or foster care of a child with the employee; 2) care of an immediate family member (spouse, child, parent) who has a serious health condition; or 3) care of the employee's own serious health condition. it also requires that employee's group health benefits be maintained during the leave. the fmla is administered by the employment standards administration's wage and hour division within the u.s. department of labor.

application of the fmla can also be impacted by the uniformed services employment and reemployment rights act (userra), consolidated omnibus budget reconciliation act of 1986 (cobra), the americans with disabilities act of 1990 (ada), or the health insurance portability and accountability act (hipaa). see "related topics and links" below.

http://www.dol.gov/compliance/laws/comp-fmla.htm

i am so sorry about your mom and my prayers for her and for you!:heartbeat

if they fired you for attendance reasons reguardless of the reason, without fmla if they want to be jerks...they can. sad but that is the true compassionate nature of this profession today:crying2:. it makes them heartless jerks but is perfectly legal. now if they told you you didn't qualify for fmla and refused your inquiries or applicaition that is illegal and you jave just recourse. if they are heartless jerks you are better off without them......

You may certainly apply for FMLA to care for a family member, all it takes is a MD letter that states how/why you are needed.

Not everyone qualifies for FMLA coverage; there are specific criteria that must be met:

(From the same website you quoted above: )

EMPLOYEE ELIGIBILITY

To be eligible for FMLA benefits, an employee must:

- work for a covered employer;

- have worked for the employer for a total of 12 months;

- have worked at least 1,250 hours over the previous 12 months; and

- work at a location in the United States or in any territory or possession of the United States where at least 50 employees are employed by the employer within 75 miles.

While the 12 months of employment need not be consecutive, employment periods prior to a break in service of seven years or more need not be counted unless the break is occasioned by the employee’s fulfillment of his or her National Guard or Reserve military obligation (as protected under the Uniformed Services Employment and Reemployment Rights Act (USERRA)), or a written agreement, including a collective bargaining agreement, exists concerning the employer’s intention to rehire the employee after the break in service. See “FMLA Special Rules for Returning Reservists.”

There are also specific criteria for which employers are required to offer FMLA to employees; not all employers are.

I too would have been very hurt and angry by this turn of events.

My best to you and your mom as you grieve her terrible accident and your job loss. :heartbeat