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Manager harassing new drivers because of OT .
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<blockquote data-quote="MAKAVELI" data-source="post: 4435281" data-attributes="member: 43825"><p>If the employee is expected to return 90 days their position must be held. If they have a bid route that means there must be an open route for them return to if back before 90. As far as FMLA, I've never see a route taken from someone on qualified leave unless there expected return is beyond the 90. It would set precedent for any FMLA. Including baby bonding and maternal leave. There's a common misconception between workers comp and FMLA. Workers comp protects your pay but not job as FMLA protects your job and benefits.</p></blockquote><p></p>
[QUOTE="MAKAVELI, post: 4435281, member: 43825"] If the employee is expected to return 90 days their position must be held. If they have a bid route that means there must be an open route for them return to if back before 90. As far as FMLA, I've never see a route taken from someone on qualified leave unless there expected return is beyond the 90. It would set precedent for any FMLA. Including baby bonding and maternal leave. There's a common misconception between workers comp and FMLA. Workers comp protects your pay but not job as FMLA protects your job and benefits. [/QUOTE]
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