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Reward for calling in ????
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<blockquote data-quote="dilligaf" data-source="post: 971210" data-attributes="member: 11476"><p><span style="font-size: 12px"><span style="font-family: 'comic sans ms'"><span style="color: #800080">Having, recently, had to deal with FMLA issues and knowing another driver that has FMLA and has constant rumors going around about that particular drivers alleged abuse of FMLA, I understand the issues. My need for FMLA was a short term need. The other drivers need is long term. Permanent long term. The alleged abuse is none of my business but I do know that this driver has a legitimate need for FMLA. </span></span></span></p><p><span style="font-size: 12px"><span style="font-family: 'comic sans ms'"><span style="color: #800080"></span></span></span></p><p><span style="font-size: 12px"><span style="font-family: 'comic sans ms'"><span style="color: #800080"></span></span></span></p><p><span style="font-size: 12px"><span style="font-family: 'comic sans ms'"><span style="color: #800080">BrownIE is right in that the company has absolutely no position in this. The ONLY thing the company can do is accommodate the FMLA regardless of suspected abuse. And wait for the FMLA to run out. It would seem obvious to me that this person does have a need for the FMLA. I can't see a doctor risking signing off on the FMLA forms without legitimate cause. I would think doing so would put their medical license in jeopardy. </span></span></span></p><p><span style="font-size: 12px"><span style="font-family: 'comic sans ms'"><span style="color: #800080"></span></span></span></p><p><span style="font-size: 12px"><span style="font-family: 'comic sans ms'"><span style="color: #800080">Goochy - regardless of your position on the FMLA issue, you really have no right in speaking for this other driver. It really is none of your business. I've read your posts and I can't help but take into consideration your signature line, "I hate my job.". Though you seem to be understanding of this other driver in some posts, you also seem to have a very negative attitude towards the situation. The fact (if indeed this is accurate - not saying that it isn't) that a sup is sending this driver home will cost the sup far more than just a days wages for violating the FMLA. It may very well cost the sup their job. Don't screw with the Federal government. It's not worth it. I agree with Dave, in the end it would not be your fault if she lost her job and UPS, if serious about finding a way to get rid of her, will do so for some reason other than abusing FMLA. Cache takes the FMLA to heart and as such I understand what he is saying. Without going into any details, he has been threatened over his use of FMLA. He takes that personally. </span></span></span></p><p><span style="font-size: 12px"><span style="font-family: 'comic sans ms'"><span style="color: #800080"></span></span></span></p><p><span style="font-size: 12px"><span style="font-family: 'comic sans ms'"><span style="color: #800080">Jack - the 'boys' can address the issue with the sup all they want. They will get nowhere with it. The only thing and the best thing to do is as Cache said. Stay out of it. In the end it is none of their business and any sup worth a damn will tell them exactly the same thing. </span></span></span></p><p><span style="font-size: 12px"><span style="font-family: 'comic sans ms'"><span style="color: #800080"></span></span></span></p><p><span style="font-size: 12px"></span></p></blockquote><p></p>
[QUOTE="dilligaf, post: 971210, member: 11476"] [SIZE=3][FONT='comic sans ms'][COLOR=#800080]Having, recently, had to deal with FMLA issues and knowing another driver that has FMLA and has constant rumors going around about that particular drivers alleged abuse of FMLA, I understand the issues. My need for FMLA was a short term need. The other drivers need is long term. Permanent long term. The alleged abuse is none of my business but I do know that this driver has a legitimate need for FMLA. BrownIE is right in that the company has absolutely no position in this. The ONLY thing the company can do is accommodate the FMLA regardless of suspected abuse. And wait for the FMLA to run out. It would seem obvious to me that this person does have a need for the FMLA. I can't see a doctor risking signing off on the FMLA forms without legitimate cause. I would think doing so would put their medical license in jeopardy. Goochy - regardless of your position on the FMLA issue, you really have no right in speaking for this other driver. It really is none of your business. I've read your posts and I can't help but take into consideration your signature line, "I hate my job.". Though you seem to be understanding of this other driver in some posts, you also seem to have a very negative attitude towards the situation. The fact (if indeed this is accurate - not saying that it isn't) that a sup is sending this driver home will cost the sup far more than just a days wages for violating the FMLA. It may very well cost the sup their job. Don't screw with the Federal government. It's not worth it. I agree with Dave, in the end it would not be your fault if she lost her job and UPS, if serious about finding a way to get rid of her, will do so for some reason other than abusing FMLA. Cache takes the FMLA to heart and as such I understand what he is saying. Without going into any details, he has been threatened over his use of FMLA. He takes that personally. Jack - the 'boys' can address the issue with the sup all they want. They will get nowhere with it. The only thing and the best thing to do is as Cache said. Stay out of it. In the end it is none of their business and any sup worth a damn will tell them exactly the same thing. [/COLOR][/FONT] [/SIZE] [/QUOTE]
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