FMLA

[menotyou]

I don't want to fight with him/her either.
His posts are poignant and concise.
I'm pretty sure he/she doesn't work in my building.

Agreed.

[brownmonster]

This thread was started to discuss the latest issue the company has cooked up regarding FMLA. I'm not looking to start an ongoing fight with BIe especially when I recognize and actually agree with a majority of his points. I know how I handle my FM LA and I'm sure he and I would have no problem. I also recognize that he would have problems with some. FMLA user should at least attempt to make as few ripples in taking care of their needs but the company needs to recognize there are times it is completely out of our hands.

Too often employees want to make things difficult as possible on mgmnt and in turn mgmnt will not cooperate with said employee. There are ways to handle situations that are non-combative much like IE guy pointed out. I've had hundreds of Supes and Managers in my career and no matter how they were perceived by hourlies I've found the majority to be cooperative and flexible if given the chance. Knuckleheads are spread out evenly between mgmnt and employee. The rest of us are just trying to make it to the end.

[menotyou]

Those ones that aren't so cooperative no matter how much you try all end up at a building somewhere. Much like at mine, which is called the 'Black Hole' inn the district. Because of the worthlessness they have sent to my building, no one else-I am talking management- wants to come here. Not because of the hourlies, either. We are considered saints for dealing with the management we have been dealt over the years, and for tolerating our dispatcher all these years. These are comments I have heard with my own ears coming from some whom are paid way more than we are.

[cachsux]

Got my letter today. Called and spoke to a rep at the HRSC number specifically about the paragraph pertaining to reporting if you are taking a day off and the number of hours you NORMALLY work. I pointed out that it is impossible to figure ...as some I work 8, some 11. The rep said he had an answer. He said that they are averaging you hours over the last 13 weeks to come up with a number that will be used for an average day. When I pointed out that under the contract we are only gauraunteed 8 hours per day therefore the amount of hours that should be averaged is 8 hours ,the rep vapor locked and had to go to his mgr for the answer. He came back and said he was told to refer me to my HR mgmt team. I asked him,based on an earlier statement by him about "he being unable to acsess the UPS program on his system" if he was a 3rd party office contracted to handle this for UPS. He said that ,no, they were UPS employees and this policy was written by mgmt. No surprise.

So tonight I will go in a bit early and go to HR to point out the "hours" discrepancy in the policy and see what they say. I'll also ask why no other form of call in employee has to use such a system. Should be interesting. I'll also snag my steward and get him up to speed and based on that may file a grievance. A call to the DOL will come tomorrow.

[dilligaf]

I disagree with this statement.
Medicine is not an exact science.
Conditions change and life moves in a forward direction.

I will give you a couple of "WHAT IF's".
What if the medical team determines this appointment moved from routine appointment to that discussing "endlife care" for his daughter.
What if the mother was sick and could not make the appointment...
What if he started feeling guilt because he missed appointments...
What if his daughter was throwing tantrum's and needed her daddy...
What if the doctor called and said that he needs to see mom and dad...

I don't want an employee working when the body is on the job but the mind is at the appointment.

A couple of years ago I went through a rough patch. Long story but the jist is that I told my OR I needed sometime to get my head back together. He gave me a week off. Disability. No questions asked. And no return to work release which he could have easily insisted on. I was in no shape to be able to do my work safely and coherently.


I couldn't agree with you more.

[dilligaf]

Had the employee in question done this, I would have encouraged them to go to the apointment and offered to pay out an option day for the day or not as they wanted. Then I would put in my staffing plan for that day that I needed to cover his work. If the employee said no, he wanted to plan on being in that day and wanted to work, I would have planned them to cover their own work. I would also have reminded them to call me at least an hour prior to sort start time if the plan changed. I would also make myself a note to check in with them again the day prior to the apointment and again remind them to call me if the plan changed. I would also try to gauge the likely hood that they would show up based on past experience with them and possibly make a plan to be in a staffing position to cover their work anyway if I thought it likely they would not be in.
There is a lot that I can do to try and be prepared for them not to show up if I know that is a possibility long before their start time arrives and they do not.

I get your frustration and understand it. In my center we have a couple of drivers that have FMLA. I am one. I look at it as you do and agree with you. I let my sup know ahead of time if it is at all possible. Hell, I took yesterday off and I have the 27th off for FMLA. My sup knew about these days weeks ago. We have one driver (back injury years ago) who does not do this (at least as much as possible). The driver will get slammed one day and be off the next on FMLA. Happens all the time. Is it right or wrong is not for me to judge. Part of me says yes and part says no.

If the dispatch was more fairly done, then maybe that driver wouldn't have to take as much FMLA.

[menotyou]

I get your frustration and understand it. In my center we have a couple of drivers that have FMLA. I am one. I look at it as you do and agree with you. I let my sup know ahead of time if it is at all possible. Hell, I took yesterday off and I have the 27th off for FMLA. My sup knew about these days weeks ago. We have one driver (back injury years ago) who does not do this (at least as much as possible). The driver will get slammed one day and be off the next on FMLA. Happens all the time. Is it right or wrong is not for me to judge. Part of me says yes and part says no.

If the dispatch was more fairly done, then maybe that driver wouldn't have to take as much FMLA.

Ain't that the truth!!!

[over9five]

If the dispatch was more fairly done, then maybe that driver wouldn't have to take as much FMLA.

+100

[Logb17]

I had a huge headache trying to get my fmla for my son being born. Wanted to get everything done 30 days prior. Informed management I needed fmla forms to fill out. They asked how much time I wanted. The center manager seemed annoyed I wanted 4 weeks. So they print out the forms. I have my wife take the forms to her doc to fill out and I fill out the rest. Turn them in 2 days later, then I get them back 3 days after that saying "we switched everything the day you turned these in to UPSERS.com. You will have to redo all of this online." So I get online finally find out you have to call HRSC and set it up. Then their email doesn't work for 4 days. So finally get everything filled out AGAIN and faxed in.

As for calling in. HRSC just told me to follow normal call in process when he is born. I didn't even have to call in because my wife's water broke right before my pick ups. They had someone come out and finish my route. Sup just said "so ill see you in 4 weeks from tomorrow, congrats!"

Funny thing, ill be returning on a friday as it worked out. Ease back into it!

[cachsux]

I had a huge headache trying to get my fmla for my son being born. Wanted to get everything done 30 days prior. Informed management I needed fmla forms to fill out. They asked how much time I wanted. The center manager seemed annoyed I wanted 4 weeks. So they print out the forms. I have my wife take the forms to her doc to fill out and I fill out the rest. Turn them in 2 days later, then I get them back 3 days after that saying "we switched everything the day you turned these in to UPSERS.com. You will have to redo all of this online." So I get online finally find out you have to call HRSC and set it up. Then their email doesn't work for 4 days. So finally get everything filled out AGAIN and faxed in.

As for calling in. HRSC just told me to follow normal call in process when he is born. I didn't even have to call in because my wife's water broke right before my pick ups. They had someone come out and finish my route. Sup just said "so ill see you in 4 weeks from tomorrow, congrats!"

Funny thing, ill be returning on a friday as it worked out. Ease back into it!

You should, and have the opportunity to, switch your FMLA to INTERMITTENT so that you can help out if needed during the rest of the year for Dr appts,etc.

Congrats on the baby.