Aces High Bulletin Board
General Forums => The O' Club => Topic started by: Kenne on September 01, 2013, 09:32:14 PM
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What are the risks?
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less money
more contact with family
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Why ask its obviously a personal decision?
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What are the risks?
Depends on how long it's going to be. You may want to look into FMLA, normally you're allowed up to 12 weeks (I think) to care for your family member.
I went to part time work for awhile and now I'm back in full time but cannot get back into what I was doing before(they say age doesn't matter but we all know different). The only positions I could get when I rejoined the work force were retail, at first I hated it but now I'm feeling ok with it and my management are very good when I need to take time off for my wife.
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Bottoms down to what do you care more about, Money or the loved one?
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contact your employer see if they allow to take some time off. other than that, it comes down to your personal situation and the choice is yours.
semp
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What about being without healthcare.
Are there programs to be had outside of work?
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I would think if someone is disabled they can get state help.....and because you need to stay at home to take care of them, you also can get state financial help....
dont be afraid to ask for it. :aok
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The down side can be the difficulty in finding a new job. Any company that bids on or uses federal funds and stare funded jobs can have gender and minority quota guide lines they must strive to meet. Know where you are on the list. If you are as an example, male Caucasian you are by law on the bottom of the hiring list until quotas are meet. In a slow job market, it can make things difficult.
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Here are the details for FMLA if it can be of use
Family and Medical Leave Act
Overview
The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:
Twelve workweeks of leave in a 12-month period for:
the birth of a child and to care for the newborn child within one year of birth;
the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
to care for the employee’s spouse, child, or parent who has a serious health condition;
a serious health condition that makes the employee unable to perform the essential functions of his or her job;
any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or
Twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember’s spouse, son, daughter, parent, or next of kin (military caregiver leave)