Can my company recover funds from me for using paid leave for FMLA when the rule requires to exhaust
I'm a Railroad Union member who was granted FMLA approval for a family member with a serious medical condition. Though my company's FMLA rule states I must exhaust all paid leave before taking the FMLA (which I've been doing), the payroll department is now attempting to recover (take back) a large chunk of the paid leave I used for my family member's FMLA (making it unpaid) and says I must contact railroad retirement about paying me for the days missed. This, in turn, would force my leave to be unpaid, and cause them to take any money I've made since returning to work to replenish the time taken for leave ... which, then means, I am unable to meet my financial obligations because of the deductions they'll take.
Is this legal if I have the paid leave available? I've accrued this time that I'm taking off over a period of about 8 years, and am now in dire need to use it for this situation. Can they legally recover the money from me and force me to take the leave unpaid?
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