I've had it in place on an intermittent, as-needed basis for a couple of years, and have thankfully never had to use it.

You're lucky to get an FMLA and I'm glad for you. I work at a factory that has their own rules to getting one and they turn almost all of them down. I thought it was like a government program that people could get when needed if their  Dr. filled it out, but where I'm at, the woman in personnel turns most of them down. I didn't even know if that was legal. When you take papers to your Dr. you have to take all of the factory's rules to your Dr. on how to fill it out. It states that if it is not filled out correctly by the Dr. that it will be turned down and you can NOT reapply! So any mistake=no FMLA. Also they stated they could take all your vacation days first, which you earned over the years, would be sad to use them while sick, but when you're that sick, you have to do what they make you do. Wouldn't happen anyway cause they turn them down. If a NP signs it or if it's stamped with a Dr. signature instead of the actual signature of the Dr. you're done for.  I'm glad you could get one and hope in your time off that the rest will help you to recover. It is sad that we do get diagnosed with being hyprochondriacs.

Yes, deltadarlin, you are correct.  It is a federal program and and I don't believe that companys who have more than 50 employees have the option on not participating.  (i.e., the HR manager can't decide not to opt in).

I'm in the middle of part of two weeks of FMLA time, which falls under the Intermittent FMLA I've had in place.  Mostly, this time is because the CH have been particularly bad and I've been on a high dose of prednisone, which makes working (and CONCENTRATING at work) impossible.  I'm using up sick time during this two weeks.  Officially, FMLA provides for  12 weeks per year of unpaid time -- I prefer not to be "unpaid" during this time.

I'm trying to totally avoid thinking in a paranoid way while I'm out of what's being said about the weaknesses of a guy who can't even handle a headache.   That particular working environment has prompted me to send out resumes left and right last week.  (TMI for the post, but I've got to stay put or find another employer who provides same-sex spousal equivalent healthcare benefits -- My "other" had quadruple bypass at 48 and not having insurance is not an option).

My general practitioner filled out and signed the "Certification of Health Care Provider for Employee's Serious Health Condition" form.   He noted on the form the functions unable to perform while having a CH: "During a headache there is severely impaired concentration and blurred vision, making most of his work functions impossible."  Under "further relevant medical facts":   Cluster headaches are occurring 1-4 times daily and are very severe and disabling.  They are interfering with sleep.   The patient is on aggressive medical therapy to treat both individual headaches and to prevent future events.  Migraine headaches typically occur 4-5 time per month and last 1-3 days.  During an attack, cluster headaches occur daily and may last for weeks to months.  He is being treated with both abortive and prophylactic therpy." 

The last sentence above is a tad redundant, but the powers that be didn't dare dispute his medical judgement.  (I work in a major univeristy medical center as an administrator, so the potential HR issues in denying Intermittent FMLA would be pretty bad.   

In addition to the form he filled out, my HR office filled out the "Notice of Eligility and Rights&Responsibilities" form and the "Designation Notice."  The latter approves or disapproves (AND can also require a second or third opinion at the company's expense -- I would probably refuse to see a Dr. of the company's choosing, but, in my case, my Dr. works at the same university). 

I should point out that I pursued FMLA only as a potential legal defense -- I've always been a very conscientious worker and have "toughed out" headaches most of my life.  I happened to have hit upon a particular supervisor who started to take issue with headache-related absences.  A nurse friend of mine said, "Get FMLA in place --TOMORROW!" 

This particular round of clusters, which has been going on for six weeks now, is the first time I've feld "run down" and exhausted enough to use two weeks of the imtermittent leave in a row (right now) to go through another course of prednisone (and the accompanying hostility, sleeplessness, etc.) while not directly handling work stress.  I asked the HR manager to instruct my supervisor to keep her mouth completely shut regarding the reason for my absence.  I'm not sure if that is happening, but I'm forcing myself to assume so.  Meanwhile, I've allowed a couple of my direct reports to work with me via email regarding things that require my help, but on a limited basis. 

Unfortunately, I'm nearing the end of my prednisone dose and not only has it driven me and my partner crazy, but it hasn't knocked out this cycle.  Shit. 

Jim

To Jim L. You need that FMLA for rest and hopefully it helps your recovery time. I hope you feel better soon.

It's too bad that many physicians have excused people from work in the past when it wasn't necessary. I recall a physician excusing me from work for 6 weeks because I had a bone amputated from my toe on a Friday morning. i suppose that may have been appropriate had I worked in a position that required me to walk all day; I had a desk job. I was able to return to work on Monday morning. Part of the FMLA act is in place to protect the worker but it really is to protect the employer. I work in corporate America and the very first thing we do when someone has a chronic illness is push the FMLA paperwork...so we only have to hold a job (not necessarily "their" job) for 12 weeks... you use it up and you are gone. Intermittent FMLA is a timekeepers nightmare so I can see where HR people don't want to deal with it but they must follow the law.  Which brings me to HIPAA violations. Employers are no longer allowed to ask for a diagnosis and most organizations should have revised their paperwork by now to reflect this.  We advice the associates to have their physicians write the words HIPPA protected anywhere a diagnosis would be appropriate. I am holding out as long as I can before turning in any FMLA paperwork...I need my benefits for as long as I can stretch it out....    lib

In my particular sub-set of a larger organization, there's an HR Director and and HR specialist for around 100 people.  They're both aware of my CH situation and don't have any problem in tracking the intermittent time -- We've got a web-based time away calendar, so all I have to do is make sure I mention FMLA time in my reporting.  I've got enough sick and vacation time built up so that I don't have to dip into "unpaid leave" which could begin to effect benefits.  My Dr. has been more than diligent in making sure that my time away is justified, especially after having witnessed my attacks on more than one occasion.

Lib, you make a very real point that FMLA holds "a" job because of the fact that an organization needs to get work done.  This is the first real chunk of time I've had to take (because this episode of CH has gone on now wor 16 weeks) -- I'm off for 2-3 weeks and "we'll see" what organizational needs might have changed by the time I get back.

If I start to get low on sick time or vacation time, I will be sitting at my desk either with a CH or like a zombie from drugs....

Jim

Hi DL,
I'm just trying to stretch out my benefits. If I use all my sick time, vacation time,and hold out til i'm dinged for too many absences before turning in my FMLA, then my 12 weeks doesn't start until then. so I have 10 days sick, 30 days vacation, then the 12 weeks...see what I mean?  That way I get 4 months, 10 days (instead of three months); plus I can call in 12 times unexcused before i lose my job and my benefits. FMLA doesn't really have anything to do with your benefits except, no job= no benefits. I called in yesterday and used up a sick day and will need to use another one on Friday.  Will be discussing my O2 needs, hormone and Depakote blood tests, and my need for MaxAlt (covered by insurance) more than once every 23 days. LOL What a joke! Had to pay 25 dollars a pill for it the other day. i sent all the info to my neuro by e-mail last week; followed up with a phone call Monday. Am taking my scribe (hubby, bless his heart); I won't remember anything. The neuro was the one who told me to get my FMLa paperwork ready... I work in healthcare; I KNOW what we do to people!!! I told him I would have it all together when I felt like it was time.
had an uneventful evening last night but still can't get up in the a.m. and am groggy all day...need to reduce the Depakote I guess but am so AFRAID of the PAIN!  Does this disease start off slowly and then increase or vice versa? lib