Teamcare and hurricane

[MyTripisCut]

Not a good example because all you have to do is go to the doctor and get a note which puts you on disability from the day of the accident. While you are on disability, the Company pays your benefits for every week.

Doesn't matter if you go to see the Doc and get a note,

The Company has always paid your benefits if you were hurt whether monthly or weekly. They continue to do so and if you check the memorandum of understandings behind the national part of the Contract, you see that it guarantees that your disability is paid the exact same. If you have something different by the benefits you were moved to, the difference is paid by the Company. We had a guy go out and the insurance didn't pay till a week. The old benefits paid after 3 days. The Company had to pay him for 2 days.

Well, you may be right where you work, but here, our disability is different. I know of at least four drivers that got billed for treatments they or their family used at medical facilities while their was an "overlap" in coverage. All cases were worked out, after hours of phone calls and emails. Not necessary is all I'm saying.

 

[MyTripisCut]

Hmmm...Help me out guys...does NM Article 16 Sec 6 sub (4) not apply in your locals?

You take FMLA for a sprained ankle?

 

[Inthegame]

You take FMLA for a sprained ankle?

If the sprained ankle kept me out of work and H&W coverage I would.

 

[MyTripisCut]

If the sprained ankle kept me out of work and H&W coverage I would.

Proving my point. Why should you lose H&W coverage???!!?? That's what it is for!!!

 

[Bubblehead]

For a month?

Thought it was four weeks?

 

[Bubblehead]

If the sprained ankle kept me out of work and H&W coverage I would.

Would the Company then in turn be able to take my vacation days, if I enact FMLA?

 

[Bubblehead]

Well, you may be right where you work, but here, our disability is different. I know of at least four drivers that got billed for treatments they or their family used at medical facilities while their was an "overlap" in coverage. All cases were worked out, after hours of phone calls and emails. Not necessary is all I'm saying.

Some of those guys may have been able to avert that....

....if they were willing to take a whole day off work to part the red tape, negotiating the TeamCare endless loop phone system.

I personally haven't had any problems in my mid-major city market, but as as steward, have heard many stories.

In the end, some reported success, while others never spoke of it again?

 

[Union Power]

Would the Company then in turn be able to take my vacation days, if I enact FMLA?

All of them except one wk? We need to pick the wks we want to be sick/injured in Nov or Dec now? Progress is overwhelming.

 

[BrownMonk]

For a month?

For as long as your note is good and any followup note.

 

[BrownMonk]

Well, you may be right where you work, but here, our disability is different. I know of at least four drivers that got billed for treatments they or their family used at medical facilities while their was an "overlap" in coverage. All cases were worked out, after hours of phone calls and emails. Not necessary is all I'm saying.

The Teamcare trust agreement is the same for anyone using it.

 

[BrownMonk]

You take FMLA for a sprained ankle?

Actually, the way FMLA law reads, the Company can make you take your FMLA time for the year on any injury, family time, death time, baby, etc.....so long as it is the policy for all employees of that Company. The Company can not discriminate between management, Union and Non Union employees. They also have to decide between a rolling year or calendar year for that policy.

 

[Union Power]

For as long as your note is good and any followup note.

HC coverage then extends to 6 mo?

 

[MyTripisCut]

Actually, the way FMLA law reads, the Company can make you take your FMLA time for the year on any injury, family time, death time, baby, etc.....so long as it is the policy for all employees of that Company. The Company can not discriminate between management, Union and Non Union employees. They also have to decide between a rolling year or calendar year for that policy.

Ummmm, FMLA is not for death. And they certainly can't make or take it for an injury. I'll be putting you on ignore, since you are obviously a troll.

 

[Union Power]

Ummmm, FMLA is not for death. And they certainly can't make or take it for an injury. I'll be putting you on ignore, since you are obviously a troll.

FMLA can be used for stress. Death of a loved one can lead to stress and depression. FMLA time can be used to cover an injury. The spectrum that FMLA covers is broad.

 

[MyTripisCut]

Since this became a teamcare thread again, I'd really like to know what happens, god forbid, we do hit the picket line? FMLA?

 

[wide load]

Since this became a teamcare thread again, I'd really like to know what happens, god forbid, we do hit the picket line? FMLA?

Strike fund. Start saving. It may be us walking so prepare for the worst.

 

[BrownMonk]

Ummmm, FMLA is not for death. And they certainly can't make or take it for an injury. I'll be putting you on ignore, since you are obviously a troll.

In the event additional time is necessary after the funeral for grieving, paperwork, etc, fmla may be required by the company. Try looking up the law. Law also says that the company can require your fmla time for an injury. Too many go out for 6 months and then want an additional time for event in life. Government sides with the company. Your ignorance is obvious regarding fmla

 

[BrownMonk]

Since this became a teamcare thread again, I'd really like to know what happens, god forbid, we do hit the picket line? FMLA?

You do not work for the company if we are on strike. If you are on workers comp, the law requires payment until you are well or bought out. You would have rights to COBRA payments

 

[BrownMonk]

In the event additional time is necessary after the funeral for grieving, paperwork, etc, fmla may be required by the company. Try looking up the law. Law also says that the company can require your fmla time for an injury. Too many go out for 6 months and then want an additional time for event in life. Government sides with the company. Your ignorance is obvious regarding fmla

Part time emplyees may not be eligible for flma because of the hours requirement of the law

 

[Union Power]

Since this became a teamcare thread again, I'd really like to know what happens, god forbid, we do hit the picket line? FMLA?

Sometimes you fall down by the drinking fountain ... before you punch out.