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Family and Medical Leave Act
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<blockquote data-quote="SmithBarney" data-source="post: 139385" data-attributes="member: 709"><p>FROM the upsers site:</p><p>If you can't find it, click on my LIFE and Career, then click in the left column on time away from work... </p><p></p><p>"The Family and Medical Leave Act</p><p>The Family and Medical Leave Act (FMLA) provides you with up to 12 weeks of unpaid job-protected leave.</p><p>The following reasons qualify an employee for leave under FMLA provisions:</p><p></p><p> 1. A serious illness or injury that prevents the employee from performing his/her job.</p><p> 2. The care of an employee’s spouse, child or parent who has a serious health condition.</p><p> 3. The birth or adoption of a child, or placement of a foster-care child. </p><p></p><p>If a health care provider certifies that medical care can best be accommodated through an intermittent or reduced leave schedule, UPS will provide such leave. Leave taken for the birth, adoption or placement of a foster-care child must be taken within 12 months of the date of birth or placement. Any paid leave time that has accrued, such as vacations, or discretionary days, will be substituted for unpaid leave. However, one week of vacation may be set aside to be taken separately from family / medical leave. Accrued vacation time will be applied to the leave. If an employee wants to be advanced unaccrued vacation time it must be requested in writing.</p><p></p><p>Unpaid time off is not calculated towards the following year’s paid vacation.</p><p></p><p>Eligibility</p><p>Eligible employees must have worked for UPS for at least 12 months and for 1,250 hours in the 12 months preceding the leave.</p><p></p><p>Additionally, any UPS employee not eligible for FMLA leave according to the requirements listed above but who has worked for UPS for a minimum of 36 months and for 625 hours during the past 12 months is eligible for up to six weeks of unpaid leave.</p><p></p><p>Medical Certification</p><p>Employees requesting leave under the FMLA for the purpose of caring for a sick family member or for the employee’s own serious health condition must provide medical certification. UPS retains the right to require periodic recertification of the need for leave and to obtain additional medical opinions, if necessary.</p><p></p><p>Job, Benefit and Wage Protection</p><p>Under the FMLA, you will be returned to the same or equivalent job with equivalent pay and benefits upon completion of your leave. UPS will maintain your current level of health care for the duration of your leave provided you continue to pay your share of the cost of this coverage (where applicable). You will receive a direct bill and payments will be due monthly.</p><p></p><p>If you do not return to work at the completion of your leave, you may be required to reimburse the company for expenses the company has incurred for the maintenance of your benefits during the leave period.</p><p></p><p>Returning to Work</p><p>In some cases of personal injury or illness, you may be required to provide a fitness-for-duty certification before returning to work.</p><p></p><p>An employee who fraudulently obtains FMLA leave is not protected under the reinstatement provisions of the Act."</p></blockquote><p></p>
[QUOTE="SmithBarney, post: 139385, member: 709"] FROM the upsers site: If you can't find it, click on my LIFE and Career, then click in the left column on time away from work... "The Family and Medical Leave Act The Family and Medical Leave Act (FMLA) provides you with up to 12 weeks of unpaid job-protected leave. The following reasons qualify an employee for leave under FMLA provisions: 1. A serious illness or injury that prevents the employee from performing his/her job. 2. The care of an employee’s spouse, child or parent who has a serious health condition. 3. The birth or adoption of a child, or placement of a foster-care child. If a health care provider certifies that medical care can best be accommodated through an intermittent or reduced leave schedule, UPS will provide such leave. Leave taken for the birth, adoption or placement of a foster-care child must be taken within 12 months of the date of birth or placement. Any paid leave time that has accrued, such as vacations, or discretionary days, will be substituted for unpaid leave. However, one week of vacation may be set aside to be taken separately from family / medical leave. Accrued vacation time will be applied to the leave. If an employee wants to be advanced unaccrued vacation time it must be requested in writing. Unpaid time off is not calculated towards the following year’s paid vacation. Eligibility Eligible employees must have worked for UPS for at least 12 months and for 1,250 hours in the 12 months preceding the leave. Additionally, any UPS employee not eligible for FMLA leave according to the requirements listed above but who has worked for UPS for a minimum of 36 months and for 625 hours during the past 12 months is eligible for up to six weeks of unpaid leave. Medical Certification Employees requesting leave under the FMLA for the purpose of caring for a sick family member or for the employee’s own serious health condition must provide medical certification. UPS retains the right to require periodic recertification of the need for leave and to obtain additional medical opinions, if necessary. Job, Benefit and Wage Protection Under the FMLA, you will be returned to the same or equivalent job with equivalent pay and benefits upon completion of your leave. UPS will maintain your current level of health care for the duration of your leave provided you continue to pay your share of the cost of this coverage (where applicable). You will receive a direct bill and payments will be due monthly. If you do not return to work at the completion of your leave, you may be required to reimburse the company for expenses the company has incurred for the maintenance of your benefits during the leave period. Returning to Work In some cases of personal injury or illness, you may be required to provide a fitness-for-duty certification before returning to work. An employee who fraudulently obtains FMLA leave is not protected under the reinstatement provisions of the Act." [/QUOTE]
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