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N. Ohio short term disability benefits
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<blockquote data-quote="wkmac" data-source="post: 54407"><p>FMLA is driven by federal law so I'd check the law and see if this is allowable in the law itself. Probably is based on the climate but I'd look anyway just to make sure and see if by chance you could have another supporting ally to your case. </p><p> </p><p>You might also look locally to see if the company has had a practice of denying vacation changes for people needing minor surgeries where only a week off is needed and the employee was willing to go that course instead of FMLA. If the company denied the vacation change it does show a pattern of inconsistency on their part and could help your situation if the vacation useage is pushed. Just an idea. </p><p> </p><p>I've also seen a situation in my building where an employee is using FMLA literally on an annual basis where they come back and work the prescibed 6 or so months, may be a little longer but it's less than a year and then go right back out on FMLA. In the course of this they never earn enough reports to get vacation and may even be effecting their seniority at least in the case of years service. It's the appearance of abuse like this (I say appearance to give the benefit of doubt)that makes it hard for good people like gman to have to jump through hoops to get what would otherwise be a given. Good luck gman and hope everything works out good for ya.</p></blockquote><p></p>
[QUOTE="wkmac, post: 54407"] FMLA is driven by federal law so I'd check the law and see if this is allowable in the law itself. Probably is based on the climate but I'd look anyway just to make sure and see if by chance you could have another supporting ally to your case. You might also look locally to see if the company has had a practice of denying vacation changes for people needing minor surgeries where only a week off is needed and the employee was willing to go that course instead of FMLA. If the company denied the vacation change it does show a pattern of inconsistency on their part and could help your situation if the vacation useage is pushed. Just an idea. I've also seen a situation in my building where an employee is using FMLA literally on an annual basis where they come back and work the prescibed 6 or so months, may be a little longer but it's less than a year and then go right back out on FMLA. In the course of this they never earn enough reports to get vacation and may even be effecting their seniority at least in the case of years service. It's the appearance of abuse like this (I say appearance to give the benefit of doubt)that makes it hard for good people like gman to have to jump through hoops to get what would otherwise be a given. Good luck gman and hope everything works out good for ya. [/QUOTE]
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