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If you take Leave, Do the Right thing....
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<blockquote data-quote="JonFrum" data-source="post: 732318" data-attributes="member: 18044"><p>The burden of dealing with FMLA requirements is initially on UPS, <u>not</u> the employee. All the employee has to do is ask for generic leave and mention sufficient details so UPS can suspect that the leave <u>may</u> qualify as FMLA leave. UPS then evaluates the situation, asks for more details if necessary, and informs the employee in writing of its decision and all the rights, responsibilities, and proceedures the employee and the company must follow.</p><p> </p><p>Read all the revelant Q&As in this factsheet . . .</p><p><a href="http://www.dol.gov/whd/fmla/finalrule/NonMilitaryFAQs.pdf" target="_blank">http://www.dol.gov/whd/fmla/finalrule/NonMilitaryFAQs.pdf</a></p><p> </p><p>Low-level supervisors may not be familiar with FMLA's many legal requirements. That's why employees should always attempt to ultimately deal with the designated Human Resources representative. (Something often easier said than done.) But all a first-time employee is required to do is ask any member of management for generic time off. It's the supervisor's responsibility to bump the matter up to the official FMLA contact person in HR for evaluation and further action.</p><p> </p><p>Mislead, if UPS never gave you a written response or gave you a form to fill out, and then fired you after approving your time off, they have probably broken the law in <u>several</u> respects.</p><p> </p><p>Official FMLA website:</p><p><a href="http://www.dol.gov/whd/fmla/index.htm" target="_blank">http://www.dol.gov/whd/fmla/index.htm</a></p></blockquote><p></p>
[QUOTE="JonFrum, post: 732318, member: 18044"] The burden of dealing with FMLA requirements is initially on UPS, [U]not[/U] the employee. All the employee has to do is ask for generic leave and mention sufficient details so UPS can suspect that the leave [U]may[/U] qualify as FMLA leave. UPS then evaluates the situation, asks for more details if necessary, and informs the employee in writing of its decision and all the rights, responsibilities, and proceedures the employee and the company must follow. Read all the revelant Q&As in this factsheet . . . [URL]http://www.dol.gov/whd/fmla/finalrule/NonMilitaryFAQs.pdf[/URL] Low-level supervisors may not be familiar with FMLA's many legal requirements. That's why employees should always attempt to ultimately deal with the designated Human Resources representative. (Something often easier said than done.) But all a first-time employee is required to do is ask any member of management for generic time off. It's the supervisor's responsibility to bump the matter up to the official FMLA contact person in HR for evaluation and further action. Mislead, if UPS never gave you a written response or gave you a form to fill out, and then fired you after approving your time off, they have probably broken the law in [U]several[/U] respects. Official FMLA website: [URL]http://www.dol.gov/whd/fmla/index.htm[/URL] [/QUOTE]
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