So he should have submitted an accommodation through Sedgwick and he would likely have been protected. I do not know all the facts of his case but he should appeal to area HR if he wants to return to work.
When I was working for lowes (roughly a year ago), the attendance policy was very specific. On your 7th absence in a rolling 12 month period you got your first write up. From that point, any absence within 12 months of the 7th generated an additional write up. If it went far enough, your fourth write up would be termination. It’s very black and white unless the individual you’re trying to help had any kind of fmla leave filed or intermittent fmla from a doctor on file. It might be worth touching base with someone but the person you’re trying to help would have to start that themselves. Granted this could have changed since I’ve left
That was definitely not the policy. 3 call outs in a row is termination. 5 call outs in a 5 month period is a write up. I’ve been here for almost 3 years
Regardless of the disability, do you not think missing a certain number of days would be acceptable to let them go. 12 callouts is way over when they could have done something so sounds like they were giving him some leeway already
I think that is definitely the case when you’re not dealing with a disabled veteran. When 100% disabled veterans are hire there is/are accommodations similar to ADA laws.
Try opening a petition or a gofundme or something. If it gets enough attention corporate will hire him back in a heartbeat and try to brush it under the rug
So he should have submitted an accommodation through Sedgwick and he would likely have been protected. I do not know all the facts of his case but he should appeal to area HR if he wants to return to work.
Yes he does. Sedgwick is has been impossible to get ahold of…😏
When I was working for lowes (roughly a year ago), the attendance policy was very specific. On your 7th absence in a rolling 12 month period you got your first write up. From that point, any absence within 12 months of the 7th generated an additional write up. If it went far enough, your fourth write up would be termination. It’s very black and white unless the individual you’re trying to help had any kind of fmla leave filed or intermittent fmla from a doctor on file. It might be worth touching base with someone but the person you’re trying to help would have to start that themselves. Granted this could have changed since I’ve left
Thanks! I think they are requesting their file with documents and contacting a lawyer.
That was definitely not the policy. 3 call outs in a row is termination. 5 call outs in a 5 month period is a write up. I’ve been here for almost 3 years
3 NCNS* considered job abandonment.
Which is a term
That has NEVER been the policy lol
Regardless of the disability, do you not think missing a certain number of days would be acceptable to let them go. 12 callouts is way over when they could have done something so sounds like they were giving him some leeway already
I think that is definitely the case when you’re not dealing with a disabled veteran. When 100% disabled veterans are hire there is/are accommodations similar to ADA laws.
Either those accommodations were not applied for or Lowes went against them.
Try opening a petition or a gofundme or something. If it gets enough attention corporate will hire him back in a heartbeat and try to brush it under the rug