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Doctors excuse
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<blockquote data-quote="JonFrum" data-source="post: 842670" data-attributes="member: 18044"><p>I've quoted the three paragraphs I think are wrong, wrong, wrong.</p><p> </p><p>In some states FMLA is also state law, and if state law is more generous, then UPS must follow the more generous state version.</p><p>- - - -</p><p>60% of employees on intermittent FMLA leave? That can't be right. Add a comparable percent on regular FMLA leave and you probably have over 100% of employees FMLA eligible!!! I doubt 60% even <u>know</u> about FMLA, let alone have submitted the paperwork.</p><p>- - - -</p><p>Ask HR and Loss Prevention about the various legal ways UPS has to uncover and prosecute fraud and abuse of FMLA. They can always check with the doctor to verify appointments were kept, or ask every few months for recertification by the doctor of the ongoing medical need for leave. All they can't do is learn the private medical details of the employee. </p><p> </p><p>And remember, FMLA leave, as such, is UNPAID leave. There's little incentive to abuse the system to begin with because you don't get any money; and you forfeit your vacations, sick days, and option days when leave is taken. It's not like fraudulently obtaining Welfare, Food Stamps, Unemployment Benefits or other government programs that pay you actual piles of cash.</p></blockquote><p></p>
[QUOTE="JonFrum, post: 842670, member: 18044"] I've quoted the three paragraphs I think are wrong, wrong, wrong. In some states FMLA is also state law, and if state law is more generous, then UPS must follow the more generous state version. - - - - 60% of employees on intermittent FMLA leave? That can't be right. Add a comparable percent on regular FMLA leave and you probably have over 100% of employees FMLA eligible!!! I doubt 60% even [U]know[/U] about FMLA, let alone have submitted the paperwork. - - - - Ask HR and Loss Prevention about the various legal ways UPS has to uncover and prosecute fraud and abuse of FMLA. They can always check with the doctor to verify appointments were kept, or ask every few months for recertification by the doctor of the ongoing medical need for leave. All they can't do is learn the private medical details of the employee. And remember, FMLA leave, as such, is UNPAID leave. There's little incentive to abuse the system to begin with because you don't get any money; and you forfeit your vacations, sick days, and option days when leave is taken. It's not like fraudulently obtaining Welfare, Food Stamps, Unemployment Benefits or other government programs that pay you actual piles of cash. [/QUOTE]
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