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Husband is a driver, had a seizure, now what?
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<blockquote data-quote="tHE DEMOCRAT" data-source="post: 236006"><p>Please read the ADA law. An employer is required to accomodate an employee with or without a reasoable accomodation. Your husband is protected under Article 14 and 22 of the Collective Bargaining Agreement. But the Teamster will not enforce these article's, its some kind of back room deal with the company. I appologize for the one comment of the person saying he may kill or kill someone. These are the kind of mentalities you will run up against during this whole fight. The fact is UPS is required by Federal Law to provide you a job within your medical restrictions. They are demanding a 100% medical realease which in and of itsself is a "VIOLATION" of the ADA (Federal Law). You need to consult with an attorney that handles ADA LAW. As you can tell from the responses most people are extremely limited in their knowledge of both the ADA and their Civil Rights. Pay no attention to what the company says, they have a stead fast rule no-one and I mean no-one goes back to work without a full release. You can also file charge with the EEOC and tell them the company wants a full release from your husband and has told you that your husband is not covered under ADA and let the EEOC determine that. The person who mentioned the case in which a federal judge ruled about the Full Release Policy is right, the EEOC should know about it, the teamsters don't stand behind any medically deficiant person even when the Contract says they will. Good Luck</p></blockquote><p></p>
[QUOTE="tHE DEMOCRAT, post: 236006"] Please read the ADA law. An employer is required to accomodate an employee with or without a reasoable accomodation. Your husband is protected under Article 14 and 22 of the Collective Bargaining Agreement. But the Teamster will not enforce these article's, its some kind of back room deal with the company. I appologize for the one comment of the person saying he may kill or kill someone. These are the kind of mentalities you will run up against during this whole fight. The fact is UPS is required by Federal Law to provide you a job within your medical restrictions. They are demanding a 100% medical realease which in and of itsself is a "VIOLATION" of the ADA (Federal Law). You need to consult with an attorney that handles ADA LAW. As you can tell from the responses most people are extremely limited in their knowledge of both the ADA and their Civil Rights. Pay no attention to what the company says, they have a stead fast rule no-one and I mean no-one goes back to work without a full release. You can also file charge with the EEOC and tell them the company wants a full release from your husband and has told you that your husband is not covered under ADA and let the EEOC determine that. The person who mentioned the case in which a federal judge ruled about the Full Release Policy is right, the EEOC should know about it, the teamsters don't stand behind any medically deficiant person even when the Contract says they will. Good Luck [/QUOTE]
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Husband is a driver, had a seizure, now what?
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