This is as asinine as it gets. My mother has stage 4 cancer and I'm her primary caretaker. I went through the proper steps, to my knowledge, and got FMLA leave to cover my butt while I took intermittent leave. However, there were a few times where I clocked out 3-5 minutes too early (leave was starting at 2 pm and I clocked out at 1:55 pm) and I got punished according to the company's policies.
Then, at the beginning of the COVID-19 and everything starting to shut down, I felt sick and called in out of fear of possibly spreading it (was actually a 24-hour bug and unlucky timing). Since I didn't have any PTO (spending most of it to care for my mom), I got dinged again. This was supposed to lead to a written warning AND my termination (termination due to racking up 5 verbal and written warnings, only one of which I was actually informed of and signed).
My boss today handed me a Last Chance Agreement to sign so that they don't have to replace me. (Plant is shutting down and I play a somewhat integral part to it. Replacing and training would be a bitch and a half for them.)
My boss informed me that the FMLA didn't matter since I clocked out outside of the actual leave time, at least according to their boss and corporate HR. Something doesn't smell right as I thought FMLA protects employees from this kind of punishment. I mean, I'd understand if I left unannounced an hour before I was supposed to, but we're talking minutes here and my boss was well aware that I was leaving. They didn't even know that what I'd done was against the rules so I'm getting shafted for ignorance/poor training on my superiors' parts.
Is there anything within FMLA that protects me or am I SOL? I haven't signed anything because part of the document stated that I was aware of my attendance situation and that I had received too many warnings (I did not receive them so I was not aware), plus there was some NDA language and that threw another red flag.