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100 % medical release
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<blockquote data-quote="Load Stand" data-source="post: 80295"><p>Let me first address the comparison between UPS and FedEX caring about its' employees...which company provides extensive healthcare and pension benefits for all of its' employees? Try speaking to a FedEx Ground Driver and see what he does when he is injured while providing services for his company? Or even a true FedEx employee that must pay a much greater portion for his healthcare - I do not even know about retirment benefits that they may offer.</p><p></p><p>As for soft tissue versus other more complicated problems, granted there are those UPSers that injure themselves more severe than others, either through work or outside of work. The UPS employee at least has Disability or Workers' Comp coverage that helps them. </p><p></p><p>In regards to accomodations, UPS is simply following the ADA that was established in 1990. The definition of a person with a disability is where everyone is getting hung up on. UPS has an ADA process that determines if the employee is a Qualified Individual with a Disability (QID). If not QID, then the company has no basis of which to accomodate. If we accomodate for one person and not for others, or we apply rules that do not apply, then we get into fairness issues. Can you imagine what it would be like to operate a package delivery company with everyone throwing up restrictions of different severity trying to get less manual jobs? The solution is to run the employee through the ADA process and if eligible for an accomodation, it is up to the company to provide a reasonable accomodation, "reasonable" would be another term to evaluate.</p><p></p><p>Look, I know everyone is not 100% medically at all times. The boundaries that we as an employers must work within are specified in the ADA law. We have Essential Job Functions for each job and either you can do them or not. If you are QID, then you may be eligible for an accomodation. </p><p></p><p>Yes, it is unfortunate that some employees may no longer be able to work at UPS in their pre-injury position, either because of work-related issues or non-work related issues. There are other jobs though outside of UPS that you can possibly do. UPS cannot bend and twist for each range of disability and protect itself from unfairness lawsuits. One thing that UPS will do for union employees is to keep them employed until there are no options. Other non-union employers give you either 6-12 months before they administratively terminate you and you are gone. In comparison, UPS is truly a more caring company but you cannot function as business without following some order. Could you imagine how to run a package operation if one employee must have this accomodation and one employee needs this accomodation. We have a tough enough time trying to get our packages properly delivered each day without all of the potential mess that some are suggesting. </p><p></p><p>UPS is following the law and this attorney is looking for some way to get something for nothing. Granted, those with power steering restrictions may result in some sort comp payout because they cannot return - hence they are provided for. These short term losses for the company far outweighs the potential problems and suits that could arise if we do not fairmly administer any accomodation. And at least the employee has some compensation available to them.</p></blockquote><p></p>
[QUOTE="Load Stand, post: 80295"] Let me first address the comparison between UPS and FedEX caring about its' employees...which company provides extensive healthcare and pension benefits for all of its' employees? Try speaking to a FedEx Ground Driver and see what he does when he is injured while providing services for his company? Or even a true FedEx employee that must pay a much greater portion for his healthcare - I do not even know about retirment benefits that they may offer. As for soft tissue versus other more complicated problems, granted there are those UPSers that injure themselves more severe than others, either through work or outside of work. The UPS employee at least has Disability or Workers' Comp coverage that helps them. In regards to accomodations, UPS is simply following the ADA that was established in 1990. The definition of a person with a disability is where everyone is getting hung up on. UPS has an ADA process that determines if the employee is a Qualified Individual with a Disability (QID). If not QID, then the company has no basis of which to accomodate. If we accomodate for one person and not for others, or we apply rules that do not apply, then we get into fairness issues. Can you imagine what it would be like to operate a package delivery company with everyone throwing up restrictions of different severity trying to get less manual jobs? The solution is to run the employee through the ADA process and if eligible for an accomodation, it is up to the company to provide a reasonable accomodation, "reasonable" would be another term to evaluate. Look, I know everyone is not 100% medically at all times. The boundaries that we as an employers must work within are specified in the ADA law. We have Essential Job Functions for each job and either you can do them or not. If you are QID, then you may be eligible for an accomodation. Yes, it is unfortunate that some employees may no longer be able to work at UPS in their pre-injury position, either because of work-related issues or non-work related issues. There are other jobs though outside of UPS that you can possibly do. UPS cannot bend and twist for each range of disability and protect itself from unfairness lawsuits. One thing that UPS will do for union employees is to keep them employed until there are no options. Other non-union employers give you either 6-12 months before they administratively terminate you and you are gone. In comparison, UPS is truly a more caring company but you cannot function as business without following some order. Could you imagine how to run a package operation if one employee must have this accomodation and one employee needs this accomodation. We have a tough enough time trying to get our packages properly delivered each day without all of the potential mess that some are suggesting. UPS is following the law and this attorney is looking for some way to get something for nothing. Granted, those with power steering restrictions may result in some sort comp payout because they cannot return - hence they are provided for. These short term losses for the company far outweighs the potential problems and suits that could arise if we do not fairmly administer any accomodation. And at least the employee has some compensation available to them. [/QUOTE]
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