- Report: #413427
Complaint Review: Walgreens
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| Walgreens 1401 Western Ave
Chicago Heights, Illinois U.S.A. |
|
Walgreen, I was terminated because I went on a maternity leave of absence Chicago Heights Illinois
*UPDATE Employee: same thing here
*Consumer Comment: You can't be serious!
*Consumer Suggestion: Check with your State DOL.
*Author of original report: Thanks for the advice
*Consumer Comment: There are rules....and you broke them!
*Consumer Comment: There are rules....and you broke them!
*Consumer Comment: There are rules....and you broke them!
*Consumer Comment: There are rules....and you broke them!
*Consumer Comment: They do not have a drama dept.
*Consumer Comment: It Is Fair...And
*Consumer Comment: Did you qualify for FLMA?
*Author of original report: It isn't fair
*Consumer Suggestion: FMLA requirements.
*Consumer Comment: I agree with Robert
*Consumer Comment: NONE OF THIS MAKES SENSE AND IT CERTAINLY DOESN'T SEEM LEGAL
*Consumer Comment: I would have fired you sooner
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I started working at Walgreens in the you of 2006. I would work my schedule as usual. Then I started school and needed some flexible hours. In late 2007, I got pregnant. I was still working and my son's due date wasn't until July 13, 2008. I was working one night and suddenly I got real hot so I went into a state of shock. I was transported to from the job to the hospital by ambulance. I got sent home and told to follow up with my OBGyn.
After I went to the doctor's office, he told me that it was time to go on leave due to the stress from the job. I had my son and I called the job to ask if there were any flexible hours available she said no. I spoke with the corporate office and they informed that I was terminated which I had been terminated since May 2008, in which the time that the incident had occured. I was pissed off, I filed for unemployment and I was denied because the manager said that I failed to return from a leave of absence. How the hell can I quit when they already fired me dumba**.
Plus, I called her after May and she told that I was still employed. I called her and she said you never brought me any paperwork or you never called she lied. I never quit and I called because I had followed back up with my doctor. She said she heard that I had interview for CVS. I don't know exactly what to do but I was too pissed. I busted my ass for that job I even gave up two great opportunities I was loyal to that job and they fired me and defamed my character.
Babygurl25
Chicago Heights, Illinois
U.S.A.
After I went to the doctor's office, he told me that it was time to go on leave due to the stress from the job. I had my son and I called the job to ask if there were any flexible hours available she said no. I spoke with the corporate office and they informed that I was terminated which I had been terminated since May 2008, in which the time that the incident had occured. I was pissed off, I filed for unemployment and I was denied because the manager said that I failed to return from a leave of absence. How the hell can I quit when they already fired me dumba**.
Plus, I called her after May and she told that I was still employed. I called her and she said you never brought me any paperwork or you never called she lied. I never quit and I called because I had followed back up with my doctor. She said she heard that I had interview for CVS. I don't know exactly what to do but I was too pissed. I busted my ass for that job I even gave up two great opportunities I was loyal to that job and they fired me and defamed my character.
Babygurl25
Chicago Heights, Illinois
U.S.A.
This report was posted on Ripoff Report on 01/17/2009 10:59 PM and is a permanent record located here: http://www.ripoffreport.com/r/Walgreens/Chicago-Heights-Illinois/Walgreen-I-was-terminated-because-I-went-on-a-maternity-leave-of-absence-Chicago-Heights-413427. The posting time indicated is Arizona local time. Arizona does not observe daylight savings so the post time may be Mountain or Pacific depending on the time of year.
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Search Tips#1 UPDATE Employee
same thing here
AUTHOR: vby - (United States of America)
SUBMITTED: Tuesday, April 17, 2012
i am a current employee at the inver grove heights walgreens about 2 months away from paid maternity leave.i work 34-40 hours a week a do everything from photo to pharmacy and ive worked for this sorry excuse for a company for 5 years. first they tried to accuse me of stealing.... didn't stick then they gathered all my tardies which have been 5 - 10 minutes late and gave me three write ups in less than a week. before this i had to transfer to this store from robert and butler because i was constantly harrased by the exa who didnt like that i was dating my boyfriend (( a coworker all my managers new about and had no problem with untill she came to the store)) or that i was pregnant(( never had a problem until she came to the robert and butler store)) at butler i had only one write up in 5 years. and now i have 4 in less than a week.... i called in sick on last sat due to my family being extremely sick along with my self this includes my fianc and daughter (( a week before the transfer i was placed on bed rest for 2 weeks due to extreme vomiting in which i lost 7 lbs in 5 days i was let out after begging the doctor to let me return to work))i got writen up that saturday for that and my 6 tardies 2 other employees call in with no harrasement. when i let him know that he says well i know your fiance called in too turns out he recieved a call from that exa who harrased me previously about it and basically called me a liar.. nevermind that i am usually about 2 hrs early to work and i came in today tues. to cover for another person who couldn't make it...i had a note that said i couldnt do heavy lifting at robert and butler that exa still made me carry them round the store. i requested the evening shift because i figured that no one wanted to work it so id get my hours she started trying to cut them.i transfered and she told everyone that i was faking bedrest even though i had a note saying i was on it. at my new store she calls my new store manager and tells them they have a questionable order i made while on bedrest that i soposedly developed. so they try to accuse me of stealing .. then when i called in sick on sat she called my store manager and says that my fiance called in too and when he did she asked him if it was cause it was a nice day out.. this company doesn't care about anything no laws no nothing. im not a person who stands around i do my wok all the time and even the managers said that they never ask me to do anything cause im always on task. everything i start gets done and they are trying this crap.
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What's this? #2 Consumer Comment
You can't be serious!
AUTHOR: Newfenoix - (U.S.A.)
SUBMITTED: Wednesday, January 28, 2009
My dear, a doctor CAN NOT excuse you from your job like that. The doctor can say that you can't work or that you shouldn't work but it is the EMPLOYER that excuses you. And if you didn't qualify for FMLA you have NO LEGAL RECOURSE.
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What's this? #3 Consumer Suggestion
Check with your State DOL.
AUTHOR: Robert - (U.S.A.)
SUBMITTED: Monday, January 26, 2009
""People this is wrong I had a liable notice from my doctor in which the manager failed to issue. FMLA I didn't qualify for if you don't have anything to say useful please don't respond thank you. I am a very educated young lady who does not attest to computer drama."" ???
I think you should check with your State Department of Labor. It seems to me that you were a PART-TIME employee and you've stated that you were NOT covered by FMLA. Without the protection of FMLA or an employement contract that state otherwise, I believe you can be fired for the absence regardless if a doctor varifies a medical condition.
I have some full time employees and they are NOT covered by FMLA (less than 50 employees) and quite frankly I can let them go for any "extended" absence-with or without a note from their doctor. The reality is that I cannot hold a job for someone for an extended absence. I have to find another suitable candidate, train him or her, and closely supervise his/her work until they are up to speed. If the absent employee wishes to return after 8-10 weeks, what am I supposed to do now? It would be impractical for me to let go of the current employee (wasted training) to bring back the absent employee who will need to be brought up to speed. I know this doesn't help you, but I hope you'll understand there is more to it than simply having a note from your doctor.
I don't believe you have any legal recourse, but I encourage you to contact your State Department of Labor for advice-there might be something in Illinois labor law that might assist you.
I think you should check with your State Department of Labor. It seems to me that you were a PART-TIME employee and you've stated that you were NOT covered by FMLA. Without the protection of FMLA or an employement contract that state otherwise, I believe you can be fired for the absence regardless if a doctor varifies a medical condition.
I have some full time employees and they are NOT covered by FMLA (less than 50 employees) and quite frankly I can let them go for any "extended" absence-with or without a note from their doctor. The reality is that I cannot hold a job for someone for an extended absence. I have to find another suitable candidate, train him or her, and closely supervise his/her work until they are up to speed. If the absent employee wishes to return after 8-10 weeks, what am I supposed to do now? It would be impractical for me to let go of the current employee (wasted training) to bring back the absent employee who will need to be brought up to speed. I know this doesn't help you, but I hope you'll understand there is more to it than simply having a note from your doctor.
I don't believe you have any legal recourse, but I encourage you to contact your State Department of Labor for advice-there might be something in Illinois labor law that might assist you.
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What's this? #4 Author of original report
Thanks for the advice
AUTHOR: Babygurl25 - (U.S.A.)
SUBMITTED: Sunday, January 25, 2009
I believe I failed to state that I was properly excused from my job after going to see my doctor. I went to the job with a note in my hand. He excused me for the remainder of my pregnancy. Also did I explain that I was no longer in school the manager just set a set schedule. People this is wrong I had a liable notice from my doctor in which the manager failed to issue. FMLA I didn't qualify for if you don't have anything to say useful please don't respond thank you. I am a very educated young lady who does not attest to computer drama. I would appreciate it if you don't have anything acceptable to say please don't respond to my complaint thank you.
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What's this? #5 Consumer Comment
There are rules....and you broke them!
AUTHOR: Newfenoix - (U.S.A.)
SUBMITTED: Friday, January 23, 2009
You started this job off on the wrong foot. You started wanting "flexible hours" right after you were hired. There is nothing wrong with going back to school. I worked full time in the evening and attended university classes full time during the day, BUT, the employer knew from the day they hired me that I was a student.
Then you got pregnant. Then you got too hot. Then you had too much stress. Ok, as a business manager with over 15 years of experience and a degree in the subject let me tell you where you went wrong: NO DOCUMENTATION!!!
You didn't get terminated for being on maternity leave because you were NEVER ON LEAVE! The FMLA rules are clear. You have to have documentation from your doctor that you need a leave of absence. With that documentation in hand, you then fill out the required company paperwork to process that leave. All of this should have been in your employee handbook which I will bet that you had to sign off on as being read and understood. Next, when you went to the hospital and didn't report back to work, you were terminated for job abandonment. Which under the law is VOLUNTARY termination without cause. In other words, in the eyes of the company and the law, YOU QUIT.
Now remember that handbook that I mentioned? I bet the attendance policy was also explained in that handbook. I am sorry about your problem but you have to follow the rules.
Then you got pregnant. Then you got too hot. Then you had too much stress. Ok, as a business manager with over 15 years of experience and a degree in the subject let me tell you where you went wrong: NO DOCUMENTATION!!!
You didn't get terminated for being on maternity leave because you were NEVER ON LEAVE! The FMLA rules are clear. You have to have documentation from your doctor that you need a leave of absence. With that documentation in hand, you then fill out the required company paperwork to process that leave. All of this should have been in your employee handbook which I will bet that you had to sign off on as being read and understood. Next, when you went to the hospital and didn't report back to work, you were terminated for job abandonment. Which under the law is VOLUNTARY termination without cause. In other words, in the eyes of the company and the law, YOU QUIT.
Now remember that handbook that I mentioned? I bet the attendance policy was also explained in that handbook. I am sorry about your problem but you have to follow the rules.
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What's this? #6 Consumer Comment
There are rules....and you broke them!
AUTHOR: Newfenoix - (U.S.A.)
SUBMITTED: Friday, January 23, 2009
You started this job off on the wrong foot. You started wanting "flexible hours" right after you were hired. There is nothing wrong with going back to school. I worked full time in the evening and attended university classes full time during the day, BUT, the employer knew from the day they hired me that I was a student.
Then you got pregnant. Then you got too hot. Then you had too much stress. Ok, as a business manager with over 15 years of experience and a degree in the subject let me tell you where you went wrong: NO DOCUMENTATION!!!
You didn't get terminated for being on maternity leave because you were NEVER ON LEAVE! The FMLA rules are clear. You have to have documentation from your doctor that you need a leave of absence. With that documentation in hand, you then fill out the required company paperwork to process that leave. All of this should have been in your employee handbook which I will bet that you had to sign off on as being read and understood. Next, when you went to the hospital and didn't report back to work, you were terminated for job abandonment. Which under the law is VOLUNTARY termination without cause. In other words, in the eyes of the company and the law, YOU QUIT.
Now remember that handbook that I mentioned? I bet the attendance policy was also explained in that handbook. I am sorry about your problem but you have to follow the rules.
Then you got pregnant. Then you got too hot. Then you had too much stress. Ok, as a business manager with over 15 years of experience and a degree in the subject let me tell you where you went wrong: NO DOCUMENTATION!!!
You didn't get terminated for being on maternity leave because you were NEVER ON LEAVE! The FMLA rules are clear. You have to have documentation from your doctor that you need a leave of absence. With that documentation in hand, you then fill out the required company paperwork to process that leave. All of this should have been in your employee handbook which I will bet that you had to sign off on as being read and understood. Next, when you went to the hospital and didn't report back to work, you were terminated for job abandonment. Which under the law is VOLUNTARY termination without cause. In other words, in the eyes of the company and the law, YOU QUIT.
Now remember that handbook that I mentioned? I bet the attendance policy was also explained in that handbook. I am sorry about your problem but you have to follow the rules.
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What's this? #7 Consumer Comment
There are rules....and you broke them!
AUTHOR: Newfenoix - (U.S.A.)
SUBMITTED: Friday, January 23, 2009
You started this job off on the wrong foot. You started wanting "flexible hours" right after you were hired. There is nothing wrong with going back to school. I worked full time in the evening and attended university classes full time during the day, BUT, the employer knew from the day they hired me that I was a student.
Then you got pregnant. Then you got too hot. Then you had too much stress. Ok, as a business manager with over 15 years of experience and a degree in the subject let me tell you where you went wrong: NO DOCUMENTATION!!!
You didn't get terminated for being on maternity leave because you were NEVER ON LEAVE! The FMLA rules are clear. You have to have documentation from your doctor that you need a leave of absence. With that documentation in hand, you then fill out the required company paperwork to process that leave. All of this should have been in your employee handbook which I will bet that you had to sign off on as being read and understood. Next, when you went to the hospital and didn't report back to work, you were terminated for job abandonment. Which under the law is VOLUNTARY termination without cause. In other words, in the eyes of the company and the law, YOU QUIT.
Now remember that handbook that I mentioned? I bet the attendance policy was also explained in that handbook. I am sorry about your problem but you have to follow the rules.
Then you got pregnant. Then you got too hot. Then you had too much stress. Ok, as a business manager with over 15 years of experience and a degree in the subject let me tell you where you went wrong: NO DOCUMENTATION!!!
You didn't get terminated for being on maternity leave because you were NEVER ON LEAVE! The FMLA rules are clear. You have to have documentation from your doctor that you need a leave of absence. With that documentation in hand, you then fill out the required company paperwork to process that leave. All of this should have been in your employee handbook which I will bet that you had to sign off on as being read and understood. Next, when you went to the hospital and didn't report back to work, you were terminated for job abandonment. Which under the law is VOLUNTARY termination without cause. In other words, in the eyes of the company and the law, YOU QUIT.
Now remember that handbook that I mentioned? I bet the attendance policy was also explained in that handbook. I am sorry about your problem but you have to follow the rules.
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What's this? #8 Consumer Comment
There are rules....and you broke them!
AUTHOR: Newfenoix - (U.S.A.)
SUBMITTED: Friday, January 23, 2009
You started this job off on the wrong foot. You started wanting "flexible hours" right after you were hired. There is nothing wrong with going back to school. I worked full time in the evening and attended university classes full time during the day, BUT, the employer knew from the day they hired me that I was a student.
Then you got pregnant. Then you got too hot. Then you had too much stress. Ok, as a business manager with over 15 years of experience and a degree in the subject let me tell you where you went wrong: NO DOCUMENTATION!!!
You didn't get terminated for being on maternity leave because you were NEVER ON LEAVE! The FMLA rules are clear. You have to have documentation from your doctor that you need a leave of absence. With that documentation in hand, you then fill out the required company paperwork to process that leave. All of this should have been in your employee handbook which I will bet that you had to sign off on as being read and understood. Next, when you went to the hospital and didn't report back to work, you were terminated for job abandonment. Which under the law is VOLUNTARY termination without cause. In other words, in the eyes of the company and the law, YOU QUIT.
Now remember that handbook that I mentioned? I bet the attendance policy was also explained in that handbook. I am sorry about your problem but you have to follow the rules.
Then you got pregnant. Then you got too hot. Then you had too much stress. Ok, as a business manager with over 15 years of experience and a degree in the subject let me tell you where you went wrong: NO DOCUMENTATION!!!
You didn't get terminated for being on maternity leave because you were NEVER ON LEAVE! The FMLA rules are clear. You have to have documentation from your doctor that you need a leave of absence. With that documentation in hand, you then fill out the required company paperwork to process that leave. All of this should have been in your employee handbook which I will bet that you had to sign off on as being read and understood. Next, when you went to the hospital and didn't report back to work, you were terminated for job abandonment. Which under the law is VOLUNTARY termination without cause. In other words, in the eyes of the company and the law, YOU QUIT.
Now remember that handbook that I mentioned? I bet the attendance policy was also explained in that handbook. I am sorry about your problem but you have to follow the rules.
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What's this? #9 Consumer Comment
They do not have a drama dept.
AUTHOR: John - (U.S.A.)
SUBMITTED: Friday, January 23, 2009
so your services were not needed. Pretty simple.
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What's this?
we know what we're talking about.
Seriously, there is only one issue here and that is whether you were covered under FMLA - as Robert said. If you were not covered, and I imagine you weren't from your own report, you have no basis for your complaint. A company like this operates under "at will" rules, meaning they can terminate you - without cause - if they so wish. They didn't defame you and they didn't do any of the other things you allege. You didn't technically have a Leave of Absense either - companies have a formalized process for taking such time off and suddenly going into shock and having a baby is not such a process. What probably happened is since you had the baby and were unable to return to work, you essentially abandoned the job through no fault of your own. Unfortunately, job abandonment is cause for termination and job abandonment is grounds for not receiving unemployment.
If you were covered under FMLA, you would have actionable grounds against your employer. You meet the 12 month rule - the issue is whether you meet the 1250 hour rule. If you worked that many hours, you might have a shot at it. Otherwise it's time to move on......
Seriously, there is only one issue here and that is whether you were covered under FMLA - as Robert said. If you were not covered, and I imagine you weren't from your own report, you have no basis for your complaint. A company like this operates under "at will" rules, meaning they can terminate you - without cause - if they so wish. They didn't defame you and they didn't do any of the other things you allege. You didn't technically have a Leave of Absense either - companies have a formalized process for taking such time off and suddenly going into shock and having a baby is not such a process. What probably happened is since you had the baby and were unable to return to work, you essentially abandoned the job through no fault of your own. Unfortunately, job abandonment is cause for termination and job abandonment is grounds for not receiving unemployment.
If you were covered under FMLA, you would have actionable grounds against your employer. You meet the 12 month rule - the issue is whether you meet the 1250 hour rule. If you worked that many hours, you might have a shot at it. Otherwise it's time to move on......
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What's this? #11 Consumer Comment
Did you qualify for FLMA?
AUTHOR: Robert - (U.S.A.)
SUBMITTED: Friday, January 23, 2009
This is a simple yes or no question. During the 12 months preceding your "leave of absence" did you work 1250 or more hours? If you did not, then you were not an FLMA covered employee and FLMA does not apply to you.
If you were covered under FLMA and you completed ALL the documentation requirements of FLMA, then you DO HAVE RECOURSE and should contact your State Department of Labor.
If you were covered under FLMA and you completed ALL the documentation requirements of FLMA, then you DO HAVE RECOURSE and should contact your State Department of Labor.
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What's this? #12 Author of original report
It isn't fair
AUTHOR: Babygurl25 - (U.S.A.)
SUBMITTED: Thursday, January 22, 2009
Actually you people some of you have no idea of what I actually have gone through no cause for termination I did everything I was supposed to do but I still got terminated or as the manager said "Failed to Return from a Leave" of absence. So shut up but thanks for the comments keep em' coming.
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What's this? #13 Consumer Suggestion
FMLA requirements.
AUTHOR: Robert - (U.S.A.)
SUBMITTED: Monday, January 19, 2009
In order to use the protections of the FMLA, you must comply with the documentation requirements-failure to do so means you get fired.
Further, you must be a covered employee. What this means is that you MUST have been employed for 12 months AND you must have worked a minimum of 1250 hours during the 12 months prior to the request for FMLA.
If you do not meet these minimum requirements, you are not a covered employee and they can indeed fire you for your absence.
You should check with your State department of labor and the federal department of labor for more information.
Further, you must be a covered employee. What this means is that you MUST have been employed for 12 months AND you must have worked a minimum of 1250 hours during the 12 months prior to the request for FMLA.
If you do not meet these minimum requirements, you are not a covered employee and they can indeed fire you for your absence.
You should check with your State department of labor and the federal department of labor for more information.
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What's this? #14 Consumer Comment
I agree with Robert
AUTHOR: Stacey - (U.S.A.)
SUBMITTED: Sunday, January 18, 2009
Your post has tooo many holes
As for "Joe"
Turn off the CAPS!!!!
You seem to respond to alot of reports in CAPS and your also seem to file alot of reports regarding pretty much everything in Austin
Therefore your posts are just nothing more than a joke
This person has no valid complaint to hire an attorney and would bet that there is not one attorney who would touch this "case" for there is no case
End of discussion
As for "Joe"
Turn off the CAPS!!!!
You seem to respond to alot of reports in CAPS and your also seem to file alot of reports regarding pretty much everything in Austin
Therefore your posts are just nothing more than a joke
This person has no valid complaint to hire an attorney and would bet that there is not one attorney who would touch this "case" for there is no case
End of discussion
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What's this? #15 Consumer Comment
NONE OF THIS MAKES SENSE AND IT CERTAINLY DOESN'T SEEM LEGAL
AUTHOR: Joe - (U.S.A.)
SUBMITTED: Sunday, January 18, 2009
TALK TO AN EMPLOYMENT ATTORNEY ABOUT THIS.
SOMETHING IS NOT RIGHT HERE.
A LOT OF THE HIGH SCHOOL EDUCATED SUPERVISORS MAKE REALLY BAD LIARS AND FOLD LIKE A CHEAP FAN UNDER THE QUESTIONING OF A DEPOSITION.
YOU NEED TO TALK TO AN ATTORNEY.
IF WHAT YOU SAY IS TRUE, I SEE AT LEAST TWO FEDERAL LABOR LAWS BROKEN HERE AND WALGREEN'S IS SUBJECT TO THE US FEDERAL LABOR LAW.
GOOD LUCK!
SOMETHING IS NOT RIGHT HERE.
A LOT OF THE HIGH SCHOOL EDUCATED SUPERVISORS MAKE REALLY BAD LIARS AND FOLD LIKE A CHEAP FAN UNDER THE QUESTIONING OF A DEPOSITION.
YOU NEED TO TALK TO AN ATTORNEY.
IF WHAT YOU SAY IS TRUE, I SEE AT LEAST TWO FEDERAL LABOR LAWS BROKEN HERE AND WALGREEN'S IS SUBJECT TO THE US FEDERAL LABOR LAW.
GOOD LUCK!
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What's this? #16 Consumer Comment
I would have fired you sooner
AUTHOR: Robert - (U.S.A.)
SUBMITTED: Sunday, January 18, 2009
"I started school and needed some flexible hours."
Already needing special accomodations.
"I got pregnant."
Oh brother...here it comes!
"...it was time to go on leave due to the stress from the job."
Of course.
"I called the job to ask if there were any flexible hours..."
Needing even more gimmes from the employer.
"...I had interview for CVS."
Ta-Da! The infamous job reference call from the competitor.
"I busted my ass for that job I even gave up two great opportunities I was loyal to that job..."
No, you did not. You demanded more and more special accomodations to compensate for less and less ability.
"...and they fired me and defamed my character."
Yes, and no. Yes, they fired you. Only you can damage your character.
Already needing special accomodations.
"I got pregnant."
Oh brother...here it comes!
"...it was time to go on leave due to the stress from the job."
Of course.
"I called the job to ask if there were any flexible hours..."
Needing even more gimmes from the employer.
"...I had interview for CVS."
Ta-Da! The infamous job reference call from the competitor.
"I busted my ass for that job I even gave up two great opportunities I was loyal to that job..."
No, you did not. You demanded more and more special accomodations to compensate for less and less ability.
"...and they fired me and defamed my character."
Yes, and no. Yes, they fired you. Only you can damage your character.
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What's this? 
