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<blockquote data-quote="cachsux" data-source="post: 960756" data-attributes="member: 5529"><p>But, the law does NOT support the threat given to at least one person in this thread of "if you don't call the line before the FMLA day then it's a no call no show". As we've discussed one notifies the company "as soon as practicable". That might be the day before, before one's start time, during that day, or the day after. Their is no guidelines on what might befall someone, all are different. As long as one makes a good faith attempt to notify the company "as soon as practicable" be it the automated line or their immediate management team ( the ones who'll be affected the most by the absence) then any threats of discipline are null and void as well as a violation of the law as well as both grievable as well as foundation for a official complaint with the proper governing bodies. I can tell you personally when the DOL has to stick their nose in the company's business in this regard the threats stop real quick.</p><p></p><p>Also ,as you've said, this is not the call in policy for calling out sick or ANY other call in makes it discriminatory. Oh, it needs to be done so UPS can keep track of one's FMLA time? How does it manage to handle keeping track of anything else? If calling the immediate management team is good enough for the other reasons then it's good enough in this one. If the immediate management team need a third party to help them keep track then THEY can forward the info to the HRSC office themselves.</p></blockquote><p></p>
[QUOTE="cachsux, post: 960756, member: 5529"] But, the law does NOT support the threat given to at least one person in this thread of "if you don't call the line before the FMLA day then it's a no call no show". As we've discussed one notifies the company "as soon as practicable". That might be the day before, before one's start time, during that day, or the day after. Their is no guidelines on what might befall someone, all are different. As long as one makes a good faith attempt to notify the company "as soon as practicable" be it the automated line or their immediate management team ( the ones who'll be affected the most by the absence) then any threats of discipline are null and void as well as a violation of the law as well as both grievable as well as foundation for a official complaint with the proper governing bodies. I can tell you personally when the DOL has to stick their nose in the company's business in this regard the threats stop real quick. Also ,as you've said, this is not the call in policy for calling out sick or ANY other call in makes it discriminatory. Oh, it needs to be done so UPS can keep track of one's FMLA time? How does it manage to handle keeping track of anything else? If calling the immediate management team is good enough for the other reasons then it's good enough in this one. If the immediate management team need a third party to help them keep track then THEY can forward the info to the HRSC office themselves. [/QUOTE]
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