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Doctors excuse
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<blockquote data-quote="brownIEman" data-source="post: 843601" data-attributes="member: 14596"><p>I am not really sure what you mean. If you mean how would it be if my employees took the approach of I work for the time you pay me and not one second more and applied it to my operation, I would say most if not all do, and I am perfectly fine with that. That is how it is supposed to work. I really don't get your stance on this one.</p><p></p><p></p><p></p><p>I suppose. UPS can ask you to see there doc first because they pay for it completely. Nothing stops you from seeing your own, which for most UPS employees UPS will wind up paying for as well. Again, not really sure what your point is.</p><p></p><p></p><p></p><p>I stated in my first post on this thread that it is not my place to try and determine who is abusing FMLA and who has legitimate issues. What you are not getting is that I am part of the management team that has to deal with getting the operation complete. I have already spelled out how we deal with the FMLA issue, the only reasonable way it can be. You seem to be suggesting that anyone, anytime, for as much time as they choose should just be allowed to beg off work with no consequences what so ever. Thanks for the suggestion, it has been tried and does not work.</p><p></p><p>My greatest frustration is that the abusers are helping to create the environment that requires rigid adherence to the letter of the law, and that could negatively impact people with legitimate issues, and that is unfair.</p></blockquote><p></p>
[QUOTE="brownIEman, post: 843601, member: 14596"] I am not really sure what you mean. If you mean how would it be if my employees took the approach of I work for the time you pay me and not one second more and applied it to my operation, I would say most if not all do, and I am perfectly fine with that. That is how it is supposed to work. I really don't get your stance on this one. I suppose. UPS can ask you to see there doc first because they pay for it completely. Nothing stops you from seeing your own, which for most UPS employees UPS will wind up paying for as well. Again, not really sure what your point is. I stated in my first post on this thread that it is not my place to try and determine who is abusing FMLA and who has legitimate issues. What you are not getting is that I am part of the management team that has to deal with getting the operation complete. I have already spelled out how we deal with the FMLA issue, the only reasonable way it can be. You seem to be suggesting that anyone, anytime, for as much time as they choose should just be allowed to beg off work with no consequences what so ever. Thanks for the suggestion, it has been tried and does not work. My greatest frustration is that the abusers are helping to create the environment that requires rigid adherence to the letter of the law, and that could negatively impact people with legitimate issues, and that is unfair. [/QUOTE]
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