hopefully she has the recuperation time agreement in writing or hasn't been released to return to work full time by her doctor.

sorry she's gotta deal with this after her illness.

Is she not a member of a Union? If not, there are labour laws and labour courts available to her. Not only will she be reinstated in her job if she proves her case, she will get compensation for the time she was out of work.
Don't let them get away with this!

blessed be those that know it all... without them we would live in total darkness.

While employment laws vary somewhat from state to state, she could have a case against them. In many states an employer may not dismiss someone due to medical issues or issues related to a medical condition for which they are being treated. She should at the very least consult an attorney who specializes in labor law.

The fact is, even in at-will employment situations (non-union), there are still laws governing employment practices including termination. When I was in management, if I felt the need to dismiss someone I had to be certain to have well documented cause for dismissal and be sure that the reasons behind the dismissal were legal in order to avoid potential lawsuits.

Thank you Mason for daring to even appear to disagree with the almighty know it all.

Thank you Mason for daring to even appear to disagree with the almighty know it all.

Sorry Mano but I really feel comments like that are counter-productive, uncalled for, and less than civilized. Please don't involve me in a personal dispute between you two as I choose not to be involved in what I view as a childish spat. As far as I'm concerned you're both at fault for continuing to egg it on.

Has her doctor released her to go back to work? If he has, and she's still missing too much time, she's going to be shit out of luck.

I agree each case depends on a great number of variables, which is why I suggest she seek legal advice.

I'm sorry for your mom, Lucas, but I also see the company's side. They have work that needs to be done and if she's not able to be there often enough to satisfy their requirements they can and should give the job to someone else. Its a business, not a charity, right?

--I understand...but, she has gotten,when she was there, all the work that was required of her done...she had never missed anything, and you can quote her boss on that, she was very efficient...

Is she not a member of a Union? If not, there are labour laws and labour courts available to her. Not only will she be reinstated in her job if she proves her case, she will get compensation for the time she was out of work.Don't let them get away with this!

Nope...She has the evidence that her health (via her docter) condition, and she can prove that her work was finished by showing them her work cpu...unfortunatly that probably wont happen...what i don't get, is that eversince she started their,evryone was nice,friendly and said she was awesome at what she did, that her work habit was impeccable, then, wham-bam see ya later...

Again, I'd think this goes back to kingbees remark, did she have this in writing? Has her doctor released her to go back to work? If he has, and she's still missing too much time, she's going to be shit out of luck.Even if she proves she was terminated through no fault of her own, unless he can prove it was due to some discriminatory practice the only thing she's going to get is unemployment

--Her docter hadn't cleared her yet, as she need at least a weeks recuperation (suffering a heart attack isn't exactly stimulating ya know...) As for the practices...I'm not sure about that, I'm not the bussiness type,would have to talk to jasmine about that....and as for an attorney, she has been talking to a friend of hers, who is an attorney (non-labour)

In all non-union jobs (and office workers are almost invariably non-union) employment is "at will." Meaning that you can be fired for anything or nothing at all. You can be fired because the boss's nephew needs the job, you can be fired for wearing pink socks, you can be fired because you voted Democrat in the last election.

Depends on the state, actually, but in most states, yes this is true.

FMLA could apply if she was an eligible employee, but I'm not sure of the specifics of the case.

The fact is, even in at-will employment situations (non-union), there are still laws governing employment practices including termination.

Again, depends on the state. In Wisconsin, for instance, an employee needs NO REASON to fire...in the case of an EOE protected employee, however, they need to document justification. But that's IT.

#8 by MasonM Tuesday, June 14, 2005

Sorry Mano but I really feel comments like that are counter-productive, uncalled for, and less than civilized. Please don't involve me in a personal dispute between you two as I choose not to be involved in what I view as a childish spat. As far as I'm concerned you're both at fault for continuing to egg it on.

rises to feet shouting , HERE HERE!!!!

so sorry for your mom,s heart and the heartlessness the employers show.. buncha butt munching griggg naffrin scrublgarfffsss

The company is Jeld-Wendt Inc. (an international door,window,etc..._ have any of you heard of them?)