I am in California, but have a customer in Maryland. The are a small business, less than 12 employees. They do not fall under FMLA Regs, Federal PDL Act or the Maryland Human Rights Law (15 or more employees). The employee left in December to have her baby. She was 40 hours per week. She returned last Monday, Feb. 2, wanting to work 5 hours per day, 25 hours per week. This was acceptable by her employer. Last Friday she walked out of the office staing that whe is worht more than this "amount" and that she was too upset work, and left. Apparently she was under some mis understanding that she wold be getting the same pay for 40 hours that she worked in 25 hours. The employer has tried to reach her no contact. Sent an email on the 9th, got a response back. Called and left a message for her on Tuesday, she called back and left a message for them. I am waiting for detailied information of those email and phone conversations.

My recommendation would be for her to make no further contact with the employee, as she seems to be avoiding them, and then after three days if there is no contact, consider it job abandonment. What are your thoughts?

I'm confused. This is your customer? What does this company buy from you?

Hi PattyMD,

I work for Asset Marketing Systems (AMS). We are an FMO and our customers are independent insurance agents across the country. I am the Field HR Consultant. In addition to working in the HR Departmet for AMS, I provide HR Consulting Services to our clients as a value added service. Since they are small businesses they do not have their own HR Departments.

Thanks for your question and assistance.

Heck, I'd consider it job abandonment now. She walked off the job, right? And although she may have been under the "impression" her salary was not going to be cut, the employer should have made it clear upon her return. Is she exempt?

SHe is exempt, but should be non-exempt. That's another story...LOL! Appreciate your assistance and this group!:)