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I need some advice guys?
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<blockquote data-quote="cachsux" data-source="post: 506933" data-attributes="member: 5529"><p>P,</p><p>Much of the language you have read and the new language being tossed about legally is more to do with the actual employee being the subject of the FMLA. If it is for a dependent,especially the newly discussed multiple doctor opinion language,much of it does not apply. Is there potential for abuse? Sure. But the burden falls on UPS to prove it. The penalty for the company to arbitrarily discipline or threaten an employee,especially in Mech`s case,is pretty severe. I would advise him to make a good faith effort to be at work when he can and to his job correctly but in his defense this isn`t like the general UPS harassment employees receive sometimes. If a case can be built he can go after the company as well as mgmt on a personal level legally. I was advised by our attorney to almost hope the company would fire me in my instance as the resulting settlement would negate a need to work for them in the first place.</p></blockquote><p></p>
[QUOTE="cachsux, post: 506933, member: 5529"] P, Much of the language you have read and the new language being tossed about legally is more to do with the actual employee being the subject of the FMLA. If it is for a dependent,especially the newly discussed multiple doctor opinion language,much of it does not apply. Is there potential for abuse? Sure. But the burden falls on UPS to prove it. The penalty for the company to arbitrarily discipline or threaten an employee,especially in Mech`s case,is pretty severe. I would advise him to make a good faith effort to be at work when he can and to his job correctly but in his defense this isn`t like the general UPS harassment employees receive sometimes. If a case can be built he can go after the company as well as mgmt on a personal level legally. I was advised by our attorney to almost hope the company would fire me in my instance as the resulting settlement would negate a need to work for them in the first place. [/QUOTE]
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