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Filed my first grievance!
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<blockquote data-quote="supercool" data-source="post: 284763" data-attributes="member: 8811"><p>Oh, there was an injury report. I have it. I filed it immediately when it happened -- reported to my direct supervisor, who radioed the full-time supe and manager, and I filled out the paperwork with the safety supe. I had to use the claim number on the injury report to get the L&I (labor and industry) insurance to pay for the doctor visit.</p><p></p><p>Where I work we can schedule a day off before a holiday and still get our holiday pay. I wanted to use an option holiday so I'd get paid for the day I missed, and also the holiday pay. They don't let people call in sick on days before or after holidays to get out of working them and getting paid. My manager claimed that since I was originally unable to work, I was ineligible for holiday pay, which I think is bogus. I got hurt ON THE JOB. He said that were I able to perform light duty, however, then I would have been eligible. I wanted to avoid having to file a grievance for my holiday pay so I got the note changed. I understand that in reality I WAS able to perform light duty, so I went to the doctor again and had him change it. I didn't think it was a big deal, and was more of a clarification thing.</p><p></p><p>The changed doctor's note DID NOT change the diagnosis. It didn't say I was fine to work. It was a clarification about the light duty that UPS "offers." It stated that instead of "unable to report to work" that I could report and do light duty. The duty restriction was sitting, no walking. I figured if getting that note changed was what it would take to get my holiday pay, then so be it. I was told on the phone when I called in that Wednesday that when I got that note changed (or "clarified") that my holiday pay would be entered.</p><p></p><p>The company didn't "talk me into" taking an option day. I asked if this would be a way I could get paid for the day I wasn't working (where, ultimately, I would have been on light duty), and for my holiday pay. They said it was. Many people in my building with more seniority often take option days before holidays, and get paid for their holiday. I'm guessing it differs around the country, but here we can do that, and it's a totally accepted and customary way of doing things.</p></blockquote><p></p>
[QUOTE="supercool, post: 284763, member: 8811"] Oh, there was an injury report. I have it. I filed it immediately when it happened -- reported to my direct supervisor, who radioed the full-time supe and manager, and I filled out the paperwork with the safety supe. I had to use the claim number on the injury report to get the L&I (labor and industry) insurance to pay for the doctor visit. Where I work we can schedule a day off before a holiday and still get our holiday pay. I wanted to use an option holiday so I'd get paid for the day I missed, and also the holiday pay. They don't let people call in sick on days before or after holidays to get out of working them and getting paid. My manager claimed that since I was originally unable to work, I was ineligible for holiday pay, which I think is bogus. I got hurt ON THE JOB. He said that were I able to perform light duty, however, then I would have been eligible. I wanted to avoid having to file a grievance for my holiday pay so I got the note changed. I understand that in reality I WAS able to perform light duty, so I went to the doctor again and had him change it. I didn't think it was a big deal, and was more of a clarification thing. The changed doctor's note DID NOT change the diagnosis. It didn't say I was fine to work. It was a clarification about the light duty that UPS "offers." It stated that instead of "unable to report to work" that I could report and do light duty. The duty restriction was sitting, no walking. I figured if getting that note changed was what it would take to get my holiday pay, then so be it. I was told on the phone when I called in that Wednesday that when I got that note changed (or "clarified") that my holiday pay would be entered. The company didn't "talk me into" taking an option day. I asked if this would be a way I could get paid for the day I wasn't working (where, ultimately, I would have been on light duty), and for my holiday pay. They said it was. Many people in my building with more seniority often take option days before holidays, and get paid for their holiday. I'm guessing it differs around the country, but here we can do that, and it's a totally accepted and customary way of doing things. [/QUOTE]
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Filed my first grievance!
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