Home
Forums
New posts
Search forums
What's new
New posts
Latest activity
Members
Current visitors
Log in
Register
What's new
Search
Search
Search titles only
By:
New posts
Search forums
Menu
Log in
Register
Install the app
Install
Home
Forums
Brown Cafe UPS Forum
UPS Discussions
FMLA and WORKERS COMPENSATION
JavaScript is disabled. For a better experience, please enable JavaScript in your browser before proceeding.
You are using an out of date browser. It may not display this or other websites correctly.
You should upgrade or use an
alternative browser
.
Reply to thread
Message
<blockquote data-quote="FMLA Expert" data-source="post: 344147"><p>Your employer has the right and the responsibility to designate FMLA time if any FMLA qualifying reason occurs. This includes the employee's own serious health condition. If you are unable to work for work-related medical reasons, it is absolutely an FMLA event.</p><p></p><p>The employee does not get to choose whether or not they want to use FMLA under federal law. (I don't know UPS policies, they may be more generous but do not have to be.) So if you are out on a work comp illness or injury and cannot work because of it, UPS has the right to designate that time as FMLA and count it toward your 12 week entitlement. </p><p></p><p>I administer FMLA for a living, believe me, I know what I'm talking about.</p><p></p><p>Your employer can use FMLA for job issues and the employee doesn't get to decide whether to take it or not.</p></blockquote><p></p>
[QUOTE="FMLA Expert, post: 344147"] Your employer has the right and the responsibility to designate FMLA time if any FMLA qualifying reason occurs. This includes the employee's own serious health condition. If you are unable to work for work-related medical reasons, it is absolutely an FMLA event. The employee does not get to choose whether or not they want to use FMLA under federal law. (I don't know UPS policies, they may be more generous but do not have to be.) So if you are out on a work comp illness or injury and cannot work because of it, UPS has the right to designate that time as FMLA and count it toward your 12 week entitlement. I administer FMLA for a living, believe me, I know what I'm talking about. Your employer can use FMLA for job issues and the employee doesn't get to decide whether to take it or not. [/QUOTE]
Insert quotes…
Verification
Post reply
Home
Forums
Brown Cafe UPS Forum
UPS Discussions
FMLA and WORKERS COMPENSATION
Top