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New express pay structure ?
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<blockquote data-quote="quadro" data-source="post: 872731" data-attributes="member: 12850"><p>Because I'm informed and know my way around policies that managers can use against me? Or because it's just better if this forum is filled with half-truths to rally the troops?</p><p></p><p></p><p>Well that's probably because it is a canned response. There isn't any gray area. FMLA is a legal thing and you either qualify or you don't and one thing I found out through experience is that if the manager doesn't offer it to you then your absence will most likely be treated as FMLA even if it wouldn't have qualified. The managers are pretty much legally obligated to offer it to you. However, it's not up to them to make the decision if you qualify. They have to give you the paperwork within a certain amount of time after you return to work and you have I think 2 weeks to return it. It goes to the HCMP manager and they approve, deny, or ask for more info.</p><p></p><p></p><p>Except you said "if an employee called in sick 3 days in a row". A very general statement to which I responded with a general answer. You didn't say "I was p/t with less than 1250 hours within the last 12 months".</p><p></p><p></p><p>They cannot. But that wasn't what you said originally and it certainly wasn't what I responded to. And to be clear, that's not FedEx's fault. That's what the law says. It is true at any company that is governed by FMLA. Also, there are many part time employees that do average over 24 hours a week and do qualify. Another part that you are missing is that under FMLA your job is protected for 12 weeks (84 days). Even if you don't qualify for FMLA, FedEx policy for short-term leave protects your job for 90 days so it really doesn't make a lot of difference if you aren't covered.</p><p></p><p></p><p>No they don't. The policy is once you are out for 7 calendar days, you go on leave of absence on the 8th day. I know as I've done it. You don't have to use anything but sick time and if you haven't used any, you'll use it all that first week and won't even have the opportunity to use personals, floaters, and vacation time. You can however sell your vacation if you need to. Again, been there done that so I know from experience.</p><p> </p><p>Well as I said, they are not required to use up all paid time off. Agan again, it's a canned response because it is required and it's in everybody's best interest to do so. I'm not so sure that a manager would know whether each of his or her part time employees had worked over 1250 hours. Maybe for a couple but I doubt all of them. That's why you fill out the paperwork so it can be reviewed.</p><p></p><p></p><p>That's not what I'm suggesting at all. You only have to be out more than 3 days and your absence is potentially covered under FMLA. So your flu example is one that would likely be covered under FMLA even if they come back in a week. Without getting into the entire Act, you can miss just part of a work day and it would be covered under FMLA under the right circumstances. If it's a hassle for you to fill out the paperwork, then don't. Your absences will count against your attendance and you can move on. Personally, if there's a way to avoid that by filling out a simple form, I'm going to do it. To each his or her own.</p><p></p><p>I suggest that if you are interested you do a little more research on FMLA so you understand it better. Part of the provision is that doctor's notes are required. So a manager telling you to get a doctor's note can actually help ensure that your attendance doesn't suffer.</p></blockquote><p></p>
[QUOTE="quadro, post: 872731, member: 12850"] Because I'm informed and know my way around policies that managers can use against me? Or because it's just better if this forum is filled with half-truths to rally the troops? Well that's probably because it is a canned response. There isn't any gray area. FMLA is a legal thing and you either qualify or you don't and one thing I found out through experience is that if the manager doesn't offer it to you then your absence will most likely be treated as FMLA even if it wouldn't have qualified. The managers are pretty much legally obligated to offer it to you. However, it's not up to them to make the decision if you qualify. They have to give you the paperwork within a certain amount of time after you return to work and you have I think 2 weeks to return it. It goes to the HCMP manager and they approve, deny, or ask for more info. Except you said "if an employee called in sick 3 days in a row". A very general statement to which I responded with a general answer. You didn't say "I was p/t with less than 1250 hours within the last 12 months". They cannot. But that wasn't what you said originally and it certainly wasn't what I responded to. And to be clear, that's not FedEx's fault. That's what the law says. It is true at any company that is governed by FMLA. Also, there are many part time employees that do average over 24 hours a week and do qualify. Another part that you are missing is that under FMLA your job is protected for 12 weeks (84 days). Even if you don't qualify for FMLA, FedEx policy for short-term leave protects your job for 90 days so it really doesn't make a lot of difference if you aren't covered. No they don't. The policy is once you are out for 7 calendar days, you go on leave of absence on the 8th day. I know as I've done it. You don't have to use anything but sick time and if you haven't used any, you'll use it all that first week and won't even have the opportunity to use personals, floaters, and vacation time. You can however sell your vacation if you need to. Again, been there done that so I know from experience. Well as I said, they are not required to use up all paid time off. Agan again, it's a canned response because it is required and it's in everybody's best interest to do so. I'm not so sure that a manager would know whether each of his or her part time employees had worked over 1250 hours. Maybe for a couple but I doubt all of them. That's why you fill out the paperwork so it can be reviewed. That's not what I'm suggesting at all. You only have to be out more than 3 days and your absence is potentially covered under FMLA. So your flu example is one that would likely be covered under FMLA even if they come back in a week. Without getting into the entire Act, you can miss just part of a work day and it would be covered under FMLA under the right circumstances. If it's a hassle for you to fill out the paperwork, then don't. Your absences will count against your attendance and you can move on. Personally, if there's a way to avoid that by filling out a simple form, I'm going to do it. To each his or her own. I suggest that if you are interested you do a little more research on FMLA so you understand it better. Part of the provision is that doctor's notes are required. So a manager telling you to get a doctor's note can actually help ensure that your attendance doesn't suffer. [/QUOTE]
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