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Trying to help a fellow preloader
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<blockquote data-quote="JonFrum" data-source="post: 739263" data-attributes="member: 18044"><p>She can make the most of the six weeks by taking the time off <u>intermittently</u>. FMLA leave can be taken in minutes, or hours at a time, so long as you are approved for intermittent leave in advance. Don't waste a full day or week of leave if you only need to come in an hour late, or leave an hour early, or take a few hours off during the shift. Just be sure to give as much advanced notice of each instance as possible, and call-in on the day in question.</p><p> </p><p>You must make an effort to not disrupt UPS operations if you can reasonably do so.</p><p> </p><p>However, since the six weeks is not strictly <u>FMLA</u> leave, I'm not sure if <u>all</u> the FMLA rules apply to part-timers. I hope the "intermittent" rules are the same, but I'm not sure.</p><p> </p><p>UPS must make contributions to your H&W fund on your behalf while on "FMLA" leave, just as if you were working. If you substitute vacations, sick days, and optionals, for your leave then you would get H&W contributions made if you normally would during these times off work.</p><p> <a href="http://www.dol.gov/whd/fmla/index.htm" target="_blank">http://www.dol.gov/whd/fmla/index.htm</a></p></blockquote><p></p>
[QUOTE="JonFrum, post: 739263, member: 18044"] She can make the most of the six weeks by taking the time off [U]intermittently[/U]. FMLA leave can be taken in minutes, or hours at a time, so long as you are approved for intermittent leave in advance. Don't waste a full day or week of leave if you only need to come in an hour late, or leave an hour early, or take a few hours off during the shift. Just be sure to give as much advanced notice of each instance as possible, and call-in on the day in question. You must make an effort to not disrupt UPS operations if you can reasonably do so. However, since the six weeks is not strictly [U]FMLA[/U] leave, I'm not sure if [U]all[/U] the FMLA rules apply to part-timers. I hope the "intermittent" rules are the same, but I'm not sure. UPS must make contributions to your H&W fund on your behalf while on "FMLA" leave, just as if you were working. If you substitute vacations, sick days, and optionals, for your leave then you would get H&W contributions made if you normally would during these times off work. [URL]http://www.dol.gov/whd/fmla/index.htm[/URL] [/QUOTE]
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