And I laugh when they cry the following year because they lost vacation time.,.Half of our drivers under 30 are on FMLA. They all have extreme headaches every Friday and Saturday.
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And I laugh when they cry the following year because they lost vacation time.,.Half of our drivers under 30 are on FMLA. They all have extreme headaches every Friday and Saturday.
How does it work for them? Are they kept as close to 8 as possible unless they volunteer for more work or just get to use up to 60 days off a year under fmla?We have like 2 in our hub who have inside combo jobs. They do smalls all night.
Yeah, it's called horrible dispatch.Half of our drivers under 30 are on FMLA. They all have extreme headaches every Friday and Saturday.
Half of our drivers under 30 are on FMLA. They all have extreme headaches every Friday and Saturday.
No one here who has an ADA gets 8 anymore. Mostly one part I’ve shift. One guy managed to get 6 per day. All were dropped to what their inside rate would be, not what they were making as drivers.How does it work for them? Are they kept as close to 8 as possible unless they volunteer for more work or just get to use up to 60 days off a year under fmla?
There are plenty of veterans with 100% “disabled” ratings working in this country so you’d think someone in your shoes would be easy to accommodate.Has anyone or is anyone familiar with the FMLA program & witnessed it work for employees with disabilities? I was recently diagnosed with a disability related to my military service & was wondering how I go about this. It’s not a typical “tinnitus or back pain” disability. I fall under the ADA.
Are you referring to part time or full timers?No one here who has an ADA gets 8 anymore. Mostly one part I’ve shift. One guy managed to get 6 per day. All were dropped to what their inside rate would be, not what they were making as drivers.
Ups is only obligated to switch you back to part time. It's in our best contract ever. Anything beyond that is negotiated.Are you referring to part time or full timers?
Full timersAre you referring to part time or full timers?
And if you take too many days off you may also lose some of your vacation time for next year and some pension credits.Beware if you use intermittent FLMA, each day you call in using FLMA, they will exhaust a vacation day, till you are left with 1 week. You will get paid, but if you already scheduled your vacation picks, you might not be off the entire week.
I’ve never heard of this. Always under the impression once you go full time that is that.Ups is only obligated to switch you back to part time. It's in our best contract ever. Anything beyond that is negotiated.
Article 14 section 3I’ve never heard of this. Always under the impression once you go full time that is that.
You seem to be asking about two different things...A.D.A. versus FMLA.Has anyone or is anyone familiar with the FMLA program & witnessed it work for employees with disabilities? I was recently diagnosed with a disability related to my military service & was wondering how I go about this. It’s not a typical “tinnitus or back pain” disability. I fall under the ADA.