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S7: E36

Put Yourself First: How To Take a Break with FMLA

In this episode, Felicia discusses the importance of taking care of your mental and physical health in the workplace. She dives into the topic of FMLA (Family and Medical Leave Act) and how it can be a valuable resource for employees. Felicia provides practical tips and tactics for navigating FMLA, including understanding company policies, consulting with a doctor, and working with third-party administrators. She also highlights the need to advocate for yourself and seek legal advice if necessary. If you’re looking for guidance on managing your career and prioritizing your well-being, this episode is a must-listen.

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Key Takeaways in this Episode:

1. Understanding FMLA: Learn the ins and outs of the Family and Medical Leave Act (FMLA), a U.S. labor law that provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year for qualified medical and family reasons. Discover who is eligible and how to navigate the FMLA process.
2. Advocating for Yourself: Take charge of your health and well-being by asserting your rights and advocating for the support you need. Consult your company’s policy, find a supportive doctor who will fill out the necessary paperwork, and document all communications with the third-party administrator and HR. Consider consulting a labor or employment attorney if you encounter challenges during the leave process.
3. Special Considerations: Be aware of potential biases and challenges you may face as a black woman in corporate America. Understand that FMLA leave may not save you from being let go if you’re on a performance improvement plan (PIP) or during a company restructure. Lean on your support system and network for guidance and emotional support throughout the process.

Additionally, Patreon members will have access to a objectives setting guide to help them in their career journey. Join our Patreon for access here: https://www.patreon.com/trillmbashow

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Editing and Sound Design by Chris Mann of Podshaper

Photo Source: SHRM Website