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New express pay structure ?
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<blockquote data-quote="Ricochet1a" data-source="post: 872628" data-attributes="member: 22880"><p>If you aren't a manager, you sure as hell speak as if you are one...</p><p></p><p>Curious thing is that I got the same canned FedEx response from a management type when I was still with FedEx. Being the highly trained individuals that they are, he missed a key point of FMLA requirements.</p><p></p><p>From Wiki: <a href="http://en.wikipedia.org/wiki/FMLA" target="_blank">http://en.wikipedia.org/wiki/FMLA</a></p><p></p><p><em>"To qualify for the FMLA mandate, a worker must be employed by a business with 50 or more employees within a 75-mile radius of his or her worksite, or a public agency, including schools and state, local, and federal employers (the 50-employee threshold does not apply to public agency employees and local educational agencies). <u>He or she must also have worked for that employer for at least 12 months (not necessarily consecutive) and 1,250 hours within the last 12 months."</u></em></p><p><em><u></u></em></p><p><em><u></u></em>He knew I was part-time when I presented the issue like I did in this forum...</p><p></p><p>So tell me oh brilliant one, just how is a part-time employee that works less than 24 hours a week on average supposed to qualify for FMLA leave/protection?</p><p></p><p>Part-timers that work less than 1250 hours in the 12 months proceeding the need for EXTENDED leave simply don't qualify for FMLA coverage. Express requires them to exhaust their sick time, any personals and floaters, then any vacation time, then get placed on Express' Medical Leave of Absence. I'm not arguing that an employee shouldn't be required to use up all available paid time off if they are ill, I'm just wondering why FedEx has the canned talking point response of "Apply for FMLA", when it is well known (well, at least to those who are informed) that FMLA doesn't cover part-time employees who work less than the 1250 hour requirement?</p><p></p><p>So it appears that you are suggesting that FULL-TIME employees that are acutely ill, but not requiring an extended absence (more than 2 weeks), go through all the administrative burden of applying for FMLA, when they know damn good and well that if they are acutely ill with influenza, that they'll be back within a week - a week and a half absolutely tops... FMLA is intended for EXTENDED periods of absence due to medical issues, not short term.</p></blockquote><p></p>
[QUOTE="Ricochet1a, post: 872628, member: 22880"] If you aren't a manager, you sure as hell speak as if you are one... Curious thing is that I got the same canned FedEx response from a management type when I was still with FedEx. Being the highly trained individuals that they are, he missed a key point of FMLA requirements. From Wiki: [URL]http://en.wikipedia.org/wiki/FMLA[/URL] [I]"To qualify for the FMLA mandate, a worker must be employed by a business with 50 or more employees within a 75-mile radius of his or her worksite, or a public agency, including schools and state, local, and federal employers (the 50-employee threshold does not apply to public agency employees and local educational agencies). [U]He or she must also have worked for that employer for at least 12 months (not necessarily consecutive) and 1,250 hours within the last 12 months." [/U][/I]He knew I was part-time when I presented the issue like I did in this forum... So tell me oh brilliant one, just how is a part-time employee that works less than 24 hours a week on average supposed to qualify for FMLA leave/protection? Part-timers that work less than 1250 hours in the 12 months proceeding the need for EXTENDED leave simply don't qualify for FMLA coverage. Express requires them to exhaust their sick time, any personals and floaters, then any vacation time, then get placed on Express' Medical Leave of Absence. I'm not arguing that an employee shouldn't be required to use up all available paid time off if they are ill, I'm just wondering why FedEx has the canned talking point response of "Apply for FMLA", when it is well known (well, at least to those who are informed) that FMLA doesn't cover part-time employees who work less than the 1250 hour requirement? So it appears that you are suggesting that FULL-TIME employees that are acutely ill, but not requiring an extended absence (more than 2 weeks), go through all the administrative burden of applying for FMLA, when they know damn good and well that if they are acutely ill with influenza, that they'll be back within a week - a week and a half absolutely tops... FMLA is intended for EXTENDED periods of absence due to medical issues, not short term. [/QUOTE]
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