FMLA-job posting
robinhrgirl
28 Posts
Another strange situation...
We have an employee who has just been approved for FMLA. She is a secretary at our highschool and the powers that be would like to post her job now (in-house only) but as a permanent position. I suggested posting the position as a temporary position until we see what the end of her 60 days of FMLA coverage brings. They disagree and prefer to get someone hired immediately and begin training them for the position. They feel that anyone hired for a temporary position would not learn the position or care as much about doing a good job if they know it is temporary.
Maybe I'm idealistic (I think I'm realistic) but in my opinion the interviewing should be done with the intent that it is a temporary position that could work into a permanent position, therefore giving the temp even more motivation to do a great job. I also believe that the position should not be posted as a permanent position until we know the intent/status of the employee on FMLA and at that time the temp should be aloowed to apply for the permanent position along with any other applicants interested.
Any ideas?
Thanks,
Robin
We have an employee who has just been approved for FMLA. She is a secretary at our highschool and the powers that be would like to post her job now (in-house only) but as a permanent position. I suggested posting the position as a temporary position until we see what the end of her 60 days of FMLA coverage brings. They disagree and prefer to get someone hired immediately and begin training them for the position. They feel that anyone hired for a temporary position would not learn the position or care as much about doing a good job if they know it is temporary.
Maybe I'm idealistic (I think I'm realistic) but in my opinion the interviewing should be done with the intent that it is a temporary position that could work into a permanent position, therefore giving the temp even more motivation to do a great job. I also believe that the position should not be posted as a permanent position until we know the intent/status of the employee on FMLA and at that time the temp should be aloowed to apply for the permanent position along with any other applicants interested.
Any ideas?
Thanks,
Robin
Comments
Are you a private or public school? I think either way funding a created position might be problematic.
If she qualifies, I'd do my best to convince those in charge to hire temporarily. Then perhaps you can get some intent out of her.
I asked this question assuming her illness will qualify. I try to be prepared with some information before discussing it with him. I have brought up every logical reason I can think of and have not been successful in changing the mind of my Administrator.
This will all be "moot" if her illness doesn't qualify. HA!
Frustrated,
Robin
So, I posted the job this morning as I was told to do for the full-time regular position. I guess we'll see what happens.
Thanks,
Robin