BigUnionGuy
Got the T-Shirt
I'll try this again- who hires the "office staff"?
The Local's Principal Officer and/or the Local Unions executive board.
I thought everyone knew this ?
Why would it matter ?
I'll try this again- who hires the "office staff"?
The famI'll try this again- who hires the "office staff"?
The fam
How many leaders does it take to screw the Teamsters?How many Teamsters does it take.... to screw in a light bulb ?
How many leaders does it take to screw the Teamsters?
Seriously? Think about that for a moment. And yes- my question was rhetorical....The Local's Principal Officer and/or the Local Unions executive board.
I thought everyone knew this ?
Why would it matter ?
It has nothing to do with a sup. You call hrsc and Aetna, bring paperwork to your Dr., fill out your portion, fax it back. Possibly/likely watch it be denied, or delayed. A sup could point you in the right direction, or not.
The employee may discuss the reason for leave, or not. No supervisor determines what are FMLA circumstances and what are not.Supervisors are supposed to know when a situation may fall under FMLA, and they carry more of the burden of that understanding than employees. I wasn't bringing that up to explain the process, merely to help the OP with his particular circumstances. He informed his direct supervisor of his condition, and the supervisor did not point him in the right direction. He can use that fact to support his attempt to have his prior absences covered by FMLA when he talks to HR.
The employee may discuss the reason for leave, or not. No supervisor determines what are FMLA circumstances and what are not.
they are going to care that a representative of the company failed to facilitate the employee's navigation of the proper channels.
I'd be interested in knowing where this language can be found.
I'm acquainted with a situation, not related at all with UPS, where the employee got fired but some outside influences got her re-employed quickly.