Home
Forums
New posts
Search forums
What's new
New posts
Latest activity
Members
Current visitors
Log in
Register
What's new
Search
Search
Search titles only
By:
New posts
Search forums
Menu
Log in
Register
Install the app
Install
Home
Forums
Brown Cafe Community Center
Health and Medical Topics
pregnancy
JavaScript is disabled. For a better experience, please enable JavaScript in your browser before proceeding.
You are using an out of date browser. It may not display this or other websites correctly.
You should upgrade or use an
alternative browser
.
Reply to thread
Message
<blockquote data-quote="sillyputty" data-source="post: 647212" data-attributes="member: 16481"><p><span style="color: #3333cc">This is old, but I just found it here- <a href="http://pupsinc.homestead.com/sexharass.html" target="_blank">http://pupsinc.homestead.com/sexharass.html</a></span></p><p><span style="color: #3333cc"></span></p><p><span style="color: #3333cc">Opinions?</span></p><p style="text-align: center"><span style="color: #3333cc"><strong>Pregnant UPSers Are</strong></span></p> <p style="text-align: center"><span style="color: #3333cc"><strong> Being Denied Health Benefits</strong></span></p><p></p><p><span style="color: #000000">NABER has learned of UPSers in North Carolina and in Nebraska who have lost heath benefits during pregnancy. In both cases, the UPSers were denied the opportunity to go to "light duty". Pregnant employees seem to be "unequally accommodated" for doctor imposed weight restrictions. </span></p><p></p><p><span style="color: #000000">The Nebraska woman was also denied disability. UPS also refused to allow the woman to enroll in her husband's (another UPSer) health plan. This woman's mother staged Informational pickets at UPS facilities twice. And then only after invoking help from the Department of Labor did UPS allow the woman to be on her husband's insurance with the special enrollment privileges that are guaranteed by federal law. </span></p><p></p><p><span style="color: #000000">In North Carolina, a full-time package car driver was allowed "short-term" disability but denied alternative work. Her insurance ran out after the 26 week disability ended which was 3 months before the baby due date. </span></p><p></p><p><span style="color: #000000">According to the UPS SPD (Summary Plan Discription) for full-time employees</span></p><p></p><p><span style="color: #000000"><em>"If you're unable to work due to an on-the-job injury or an off-the-job injury or illness, you and your covered dependents will continue to have medical coverage for up to the 12-month period following the date your disability began." </em></span></p><p><span style="color: #000000">Pregnant full-time UPSers would fall under that coverage.</span></p><p></p><p><span style="color: #000000">A TDU article</span>[/FONT][FONT=Helvetica, Arial, sans-serif]<span style="color: #000000"> contends, "UPS is imposing a company-wide policy change that denies pregnant woman with health restrictions the right to perform alternate duties." This article claims UPS is sidestepping federal FMLA (Family Medical Leave) through a prerequisite of 1250 hours of work the previous year. reports on other UPSers who are victims of pregnancy discrimination.</span></p><p></p><p><span style="color: #000000">With corporate citizens like UPS, it's little wonder why the United States of America ranks 35th in the world in infant mortality. The US is ranked just above Croatia (36), Cuba (37), and South Korea (38). UPS always talks about doing what is "right" for its employees. Then the company needs to step up to the plate to reduce infant mortality by covering pregnant employees. Is UPS responsible for the high rate in infant mortality? Of course not, but corporate policies like UPS’s and Wal-Mart’s (2 of the biggest private employers) have had an effect of rising the percentage of uninsured Americans which has added to the problem. </span></p><p></p><p><span style="color: #000000">If you reside in California, you have the right to reasonable accommodations. </span></p><p></p><p><span style="color: #000000">Your employer must provide you with any reasonable accommodation for pregnancy, childbirth, or related medical conditions that you request with the advice of your health care provider (e.g., changing your break schedule to allow for more bathroom visits) </span></p><p></p><p><span style="color: #000000">You have the right to be transferred to a less strenuous or dangerous position during your pregnancy if you provide medical certification of your doctor and your employer can accommodate the request. You can also get a transfer if your employer has a policy of transferring temporarily disabled employees to less strenuous positions. When your doctor says that the transfer is no longer medically needed, you have the right to your old job back. </span></p></blockquote><p></p>
[QUOTE="sillyputty, post: 647212, member: 16481"] [COLOR=#3333cc]This is old, but I just found it here- [url]http://pupsinc.homestead.com/sexharass.html[/url] Opinions?[/COLOR] [CENTER][COLOR=#3333cc][B]Pregnant UPSers Are[/B] [B] Being Denied Health Benefits[/B][/COLOR][/CENTER] [COLOR=#000000]NABER has learned of UPSers in North Carolina and in Nebraska who have lost heath benefits during pregnancy. In both cases, the UPSers were denied the opportunity to go to "light duty". Pregnant employees seem to be "unequally accommodated" for doctor imposed weight restrictions. [/COLOR] [COLOR=#000000]The Nebraska woman was also denied disability. UPS also refused to allow the woman to enroll in her husband's (another UPSer) health plan. This woman's mother staged Informational pickets at UPS facilities twice. And then only after invoking help from the Department of Labor did UPS allow the woman to be on her husband's insurance with the special enrollment privileges that are guaranteed by federal law. [/COLOR] [COLOR=#000000]In North Carolina, a full-time package car driver was allowed "short-term" disability but denied alternative work. Her insurance ran out after the 26 week disability ended which was 3 months before the baby due date. [/COLOR] [COLOR=#000000]According to the UPS SPD (Summary Plan Discription) for full-time employees[/COLOR] [COLOR=#000000][I]"If you're unable to work due to an on-the-job injury or an off-the-job injury or illness, you and your covered dependents will continue to have medical coverage for up to the 12-month period following the date your disability began." [/I] Pregnant full-time UPSers would fall under that coverage.[/COLOR] [COLOR=#000000]A TDU article[/COLOR][/FONT][FONT=Helvetica, Arial, sans-serif][COLOR=#000000] contends, "UPS is imposing a company-wide policy change that denies pregnant woman with health restrictions the right to perform alternate duties." This article claims UPS is sidestepping federal FMLA (Family Medical Leave) through a prerequisite of 1250 hours of work the previous year. reports on other UPSers who are victims of pregnancy discrimination.[/COLOR] [COLOR=#000000]With corporate citizens like UPS, it's little wonder why the United States of America ranks 35th in the world in infant mortality. The US is ranked just above Croatia (36), Cuba (37), and South Korea (38). UPS always talks about doing what is "right" for its employees. Then the company needs to step up to the plate to reduce infant mortality by covering pregnant employees. Is UPS responsible for the high rate in infant mortality? Of course not, but corporate policies like UPS’s and Wal-Mart’s (2 of the biggest private employers) have had an effect of rising the percentage of uninsured Americans which has added to the problem. [/COLOR] [COLOR=#000000]If you reside in California, you have the right to reasonable accommodations. [/COLOR] [COLOR=#000000]Your employer must provide you with any reasonable accommodation for pregnancy, childbirth, or related medical conditions that you request with the advice of your health care provider (e.g., changing your break schedule to allow for more bathroom visits) [/COLOR] [COLOR=#000000]You have the right to be transferred to a less strenuous or dangerous position during your pregnancy if you provide medical certification of your doctor and your employer can accommodate the request. You can also get a transfer if your employer has a policy of transferring temporarily disabled employees to less strenuous positions. When your doctor says that the transfer is no longer medically needed, you have the right to your old job back. [/COLOR] [/QUOTE]
Insert quotes…
Verification
Post reply
Home
Forums
Brown Cafe Community Center
Health and Medical Topics
pregnancy
Top