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FMLA approval time
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<blockquote data-quote="JonFrum" data-source="post: 846733" data-attributes="member: 18044"><p>It's worth knowing that FMLA is FEDERAL LAW. This means you have an absolute right to use it no matter if UPS has their act together or not. Strictly speaking, you are not seeking UPS' <u>approval</u>, you are <u>notifying</u> them that you will be exercising your rights under THE LAW. It's kinda like a twenty-one year old notifying his parents that he's going to marry his twenty-one year old girlfriend. The parents may not approve, but their approval is not necessary. They can't stop the marriage just because they disapprove.</p><p> </p><p>Of course, all this requires that you have checked the FMLA website and are sure you, if fact, qualify for FMLA Leave, and that you have followed all the required proceedures. You have to be in compliance with the law to invoke the protections of the law.</p><p> </p><p>The burden is initially on UPS to recognize that a request for leave qualifies as FMLA Leave, (so long as the employee mentioned enough information to allow UPS to realize the leave might be FMLA-eligible.) It is UPS' duty to provide the paperwork and explain the proceedures. Penalties can be imposed on UPS if they drop the ball and someone complains to the Department of Labor. Or if UPS tries to retaliate in any way for taking legitimate FMLA Leave.</p></blockquote><p></p>
[QUOTE="JonFrum, post: 846733, member: 18044"] It's worth knowing that FMLA is FEDERAL LAW. This means you have an absolute right to use it no matter if UPS has their act together or not. Strictly speaking, you are not seeking UPS' [U]approval[/U], you are [U]notifying[/U] them that you will be exercising your rights under THE LAW. It's kinda like a twenty-one year old notifying his parents that he's going to marry his twenty-one year old girlfriend. The parents may not approve, but their approval is not necessary. They can't stop the marriage just because they disapprove. Of course, all this requires that you have checked the FMLA website and are sure you, if fact, qualify for FMLA Leave, and that you have followed all the required proceedures. You have to be in compliance with the law to invoke the protections of the law. The burden is initially on UPS to recognize that a request for leave qualifies as FMLA Leave, (so long as the employee mentioned enough information to allow UPS to realize the leave might be FMLA-eligible.) It is UPS' duty to provide the paperwork and explain the proceedures. Penalties can be imposed on UPS if they drop the ball and someone complains to the Department of Labor. Or if UPS tries to retaliate in any way for taking legitimate FMLA Leave. [/QUOTE]
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