When does FMLA officially start?
Intelex2 is incorrect on when the Family Medical Leave Act begins. Per the FMLA, "Employees are eligible if they ahve worked for their employer for at least one year, and for 1,250 hours over the previous twelve months, and if there are at least 50 employees within 75 miles." So make sure she is even covered by the FMLA. In the situation described, the leave would begin the day she officially started her leave, which was 9/10/2007, not 8/1/07. Also, since it appears that she is taking from 9/10/07 to 9/9/08, she is ONLY protected for up to 12 weeks. After the 12 weeks, the company can do anything to her just, even terminate her. An employee must be restored to their original or equivalent position with equivalent pay, benefits, and other employment terms. After the 12 weeks, the company can do as the please. Demote, transfer to a new department or lower paying job, or terminate her.
The dot notation suggested by David Smith is a great trick. But if we don't want all the variables in our model, we need something slightly more elaborate:Getting a vector of column names from a data frameSince these are column names, we can use names() to get them. And as we don't want all the columns, we can exclude some using within() and rm():exclude <- c("uniqueid","y") predictorvars <- names(within(df, rm(list=exclude))) Generating a vector of names when they have a simple patternAlternatively, we can generate vectors of repetitive names with a combination of paste() and seq():allyears <- paste("year",seq(1:4),sep="")allstates <- paste("state",seq(1:4),sep="")predictorvars <- c(allyears,allstates)Making a formula from our vector and running the regressionfmla <- as.formula(paste("y ~ ", paste(predictorvars, collapse= "+")))r <- lm(fmla,data=df)Note that we are not including interactions in the model. To do that, you could set the collapse argument in paste to "*".See also: What is a good way to create R formulas with 100s of variables (without enumerating them all)?
To answer this question, someone would really need some facts. For example, what do you mean by “abuses FMLA?” Without the specific facts, no one could give you legal advice. In any event, the general comments below certainly should not be taken as legal advice.If you are referring to someone whose health problems or whose family’s health problems make them miss too much work, so long as they do not exceed FMLA limits, you would likely violate FMLA by terminating them. If you are referring to someone who dishonestly claims illness or injury, you can require appropriate medical information. (Consult an employment lawyer.) If they have lied to you, you would not violate FMLA by terminating them.
If FMLA is taken to care for a dying parent, does that leave end immediately upon the death?
It is accurate that the Family Medical Leave Act (FMLA) would end with the passing of the family member. Keep this in mind....if your friend opened an FMLA leave for her father, the leave would close upon his death. She will still have the remaining 3 weeks left to use for the year. Examples would be: adoption of a child; hospitalization of any biological child of hers (any reason if child under 1 year of age; in between ages 1 and 18, must be condition deemed excusable and in most cases must be classified as "chronic"), to care for another member of her family. Since your friend has been off work for 9 of the 12 weeks, she is aware that FMLA is unpaid leave but that she is entitled to be paid any vacation time or personal time that she has accrued if she request to be paid a portion of her time. By the way...most employers will only hand out 12 weeks a year if an employee meets certain guidelines. One of those guidelines may be that the employee must have worked 1250 hours in the year in order to obtain the full allotment of 12 weeks. Depending on how her employer tabulates the time worked, it could be very hard for an employee to reach that 1250 hour mark. Ask your friend to look into a leave of absence from work or the possibly of a bereavement period.
A few weeks is a long time to vacate your job to "clear your mind." Unless staying at this job keeps you in danger because this person can find you, I recommend you keep your job and work out the issues around that.Report the abuse to the police and get a protection order. Stay at a friend's house. Get away for a few weekends. Get professional counseling.Don't jeopardize your job at this point. That is the last complication you need.
In both of my relationships with narcissists, I was very seriously assaulted. In the first relationship, the violence did not commence until about 12 years in. I believe this was because I was just 20 when that relationship began. My relative innocence, and low confrontation about the abuse served to protect me. As my awareness grew, and I became increasingly confrontative, my physical safety decreased. When confronted, both narcissists presented the soul-less black eyes that are so often referenced. I recall the first—my husband—looking at me like that, as he drew back his fist, aimed at my face, and gritted his teeth with the strain of the force he was directing at me. He didn’t hit me that time. If he had, I don’t think I would be here to tell about it.I believe that physical violence committed against a partner by a narcissist depends upon two variables: the level of narcissistic pathology, and the confrontativeness of the partner.
Am I protected under FMLA?
FMLA is a total of 12 weeks in a calendar year. Unpaid. Family and Medical Leave Act Overview Covered employers must grant an eligible employee up to a total of 12 workweeks of unpaid leave during any 12-month period for one or more of the following reasons: for the birth and care of the newborn child of the employee; for placement with the employee of a son or daughter for adoption or foster care; to care for an immediate family member (spouse, child, or parent) with a serious health condition; or to take medical leave when the employee is unable to work because of a serious health condition. I don't know if the standard maternity leave will be covered by FMLA