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Doctors excuse
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<blockquote data-quote="JonFrum" data-source="post: 843740" data-attributes="member: 18044"><p>You apparently don't know much about FMLA proceedures. Read here . . .</p><p><a href="http://www.dol.gov/whd/fmla/" target="_blank">http://www.dol.gov/whd/fmla/</a></p><p> </p><p>Start with this Q & A . . .</p><p><a href="http://www.dol.gov/whd/fmla/finalrule/NonMilitaryFAQs.pdf" target="_blank">http://www.dol.gov/whd/fmla/finalrule/NonMilitaryFAQs.pdf</a></p><p> </p><p>The Law intentionally keeps people like you in the dark. The designated FMLA contact person at UPS is probably an HR person or a UPS nurse. They know the Law and handle the details. You are only on a 'Need to know" basis. They can contact the doctor; you can't. They have access to the restricted FMLA personnel files; you don't. </p><p> </p><p>The appropriate HR person can contact the doctor who signed the certification whenever there is a question or a suspicion of fraud.</p><p> </p><p>UPS can ask for a recertification every 30 days, if warranted.</p><p> </p><p>UPS can ask for a recertification more often if the patient asks that leave be extended beyond whatever was originally agreed to.</p><p> </p><p>UPS can ask for a Fitness for Duty exam after each absence if reasonably necessary.</p><p> </p><p>Since UPS requires sick days, optional days, and vacation days to be used up along with FMLA days, the patient is taking days off that UPS has already contractually agreed to. The patient is just taking earned days off earlier than one would have expected. </p><p> </p><p>If you worry that the FMLA patient is taking Mondays and Fridays off, couldn't they have done that anyway using regular sick days without FMLA, since sick days can be taken at the employee's discression? If vacation weeks are used, wouldn't the vacations have involved taking Mondays and Fridays off if they had been taken as normal vacation weeks without FMLA? There's very little oppurtunity for abuse here since no additional money is involved, and since the days off usually would have been taken off eventually anyway.</p></blockquote><p></p>
[QUOTE="JonFrum, post: 843740, member: 18044"] You apparently don't know much about FMLA proceedures. Read here . . . [URL]http://www.dol.gov/whd/fmla/[/URL] Start with this Q & A . . . [URL]http://www.dol.gov/whd/fmla/finalrule/NonMilitaryFAQs.pdf[/URL] The Law intentionally keeps people like you in the dark. The designated FMLA contact person at UPS is probably an HR person or a UPS nurse. They know the Law and handle the details. You are only on a 'Need to know" basis. They can contact the doctor; you can't. They have access to the restricted FMLA personnel files; you don't. The appropriate HR person can contact the doctor who signed the certification whenever there is a question or a suspicion of fraud. UPS can ask for a recertification every 30 days, if warranted. UPS can ask for a recertification more often if the patient asks that leave be extended beyond whatever was originally agreed to. UPS can ask for a Fitness for Duty exam after each absence if reasonably necessary. Since UPS requires sick days, optional days, and vacation days to be used up along with FMLA days, the patient is taking days off that UPS has already contractually agreed to. The patient is just taking earned days off earlier than one would have expected. If you worry that the FMLA patient is taking Mondays and Fridays off, couldn't they have done that anyway using regular sick days without FMLA, since sick days can be taken at the employee's discression? If vacation weeks are used, wouldn't the vacations have involved taking Mondays and Fridays off if they had been taken as normal vacation weeks without FMLA? There's very little oppurtunity for abuse here since no additional money is involved, and since the days off usually would have been taken off eventually anyway. [/QUOTE]
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