FMLA>AIP>EVALS & REVIEWS--- It unlawful for any employer to discharge or in any other manner discriminate against any individual for exercising their FMLA rights. A case of FMLA retaliation requires employee prove "that (1) you took days protected by the FMLA; (2) NPS took an adverse employment action against you; and (3) that there was a causal connection between the protected activity and the adverse employment action."
In other words, your administrator cannot use your FMLA days against you in AIP, Evals or Mid-year Reviews. And they most certainly cannot diminish your rating, and hence your salary, because you exercised your rights.
DON'T LET THIS HAPPEN TO YOU WITH THE UNREASONABLE EXPECTATION THAT YOUR ADMINISTRATOR WILL FIX IT LATER.
CONTACT YOUR NTU BLDG REP OR NTU DIRECTLY FOR ASSISTANCE NOW.
John M Abeigon
President and Director of Organization
Newark Teachers Union,
Local 481, A.F.T., AFL-CIO