Indecisi0n
Well-Known Member
They told me my average and said you use that number (higher than 8).
What are the first few steps of applying for FMLA?
- Thread starter Indecisi0n
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They told me my average and said you use that number (higher than 8).
EmraldArcher
Well-Known Member
I see a couple post from part timers who have FMLA. How does that happen? I thought you have to be a full time employee to qualify for FMLA?
hondo
promoted to mediocrity
If you worked 1,250 hours in the previous 12 months, you have met the threshold under the law (part/full time status is irrelevant). For part timers with 3 years of service and 625 hours in the previous 12 months there is leave available to you thanks to your Teamster contract (albeit a reduced amount of leave).
cachsux
Wah
Inde, you use 8. Another example why. When you get your FMLA as a ftimer you get 12 weeks (60 days) of FMLA. 12X40=480 hours of FMLA to use in what increments you need. Does UPS calculate your average hours worked and multiply that number? Of course not. For one it could be considered discriminatory for a driver that gets a lot of OT to get more than 480 hours FMLA vs a driver that does not.
If you use a day it's 8 hours. Not hypothetical calculations. If you used an hour you're supposed to enter a higher hypothetical number?
One of two things is going on. Whomever is telling you to use average is either uninformed or lying.
After I posted this I ran into two of our BAs on my way out. They confirmed that your are only responsible to report 8 hours for each FMLA day absent.
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Indecisi0n
Well-Known Member
That came from the FMLA women over the phone. The first time I need to use it I'm going to use the live number just to double check.
cachsux
Wah
The FMLA woman? At HRSC or your HR office? Either way those are UPS employees. What do you think they might tell you?
Indecisi0n
Well-Known Member
FMLA HRSC.
cachsux
Wah
Then as I said she is a UPS employee. Misinformed or lying but wrong either way.
Try a different call and test them. Ask if avg or 8. If they say average then ask if that means that you multiply your FMLA days, 60, by that average to get the total numbers of banked hours you have available.
Another way to show its bs. The law say 12 weeks, 60 days. It doesn't say 60 days of 8 hours but only 48 days of 10 hours. You get 60 days regardless and since you have intermittent you have 60 days in whatever increment you need.
BigUnionGuy
Got the T-Shirt
Indecisi0n
Well-Known Member
I thought useless post always ended with a capital "I"?
cachsux
Wah
There always the ones that talk about Edmonton and the ones that correct your spelling.
BigUnionGuy
Got the T-Shirt
He probably would have responded earlier....
But, dealing with all those "medically" things, can be time consuming.
Really.... less than 3 years in, and the job is to much? If you are having problems now....
Time to move on.
-Bug-
(A good sexual innuendo about something.... would still make everyone laugh)
cachsux
Wah
There's a time limit as to when someone might need FMLA? Or do you feel one must put time in to " earn " it?
Indecisi0n
Well-Known Member
Who ever said the job was too much? So you say your a "big union guy" but when a fellow teamster has a medical condition and fits all criterial for FMLA you bash him? You're an embarrassment to the union.
BigUnionGuy
Got the T-Shirt
cynic
Well-Known Member
Besides the fact that "big union guy" and "juvenile sexual innuendo" in the same post somehow makes my skin crawl (yes, I do understand what your intent was and taking it out of context but I'm a smart ***** and annoyed, so apologies up front for out of context) - where's the union support for a fellow member?
I don't sense troll in IndeciOn's posts - share knowledge, if you possess it, or continue to watch PT'ers in RTW states read these posts and throw their applications away.
Indecisi0n
Well-Known Member
Can I bump this for another question. Wanted to keep all this information together for future searches.
When you have an upcoming doctors appointment do you tell your boss ahead of time "I have a doctors appointment on oct 25 and will need a FMLA day?"
Personally if I can give them a heads up about an Appointment I would rather do that then just call out that morning but at the same time I hate sharing my personal information with them. So far I just been asking for "request day off". I was thinking isn't it better for me to use FMLA for appointments so they can't hold it against me for attendance issues?
Thank you guys again in advance. Only reason I am asking so many questions with this is my center manager is on a firing rampage and I just want to cross all my "T's" and dot my "I's".
When you have an upcoming doctors appointment do you tell your boss ahead of time "I have a doctors appointment on oct 25 and will need a FMLA day?"
Personally if I can give them a heads up about an Appointment I would rather do that then just call out that morning but at the same time I hate sharing my personal information with them. So far I just been asking for "request day off". I was thinking isn't it better for me to use FMLA for appointments so they can't hold it against me for attendance issues?
Thank you guys again in advance. Only reason I am asking so many questions with this is my center manager is on a firing rampage and I just want to cross all my "T's" and dot my "I's".
BigUnionGuy
Got the T-Shirt
If you are approved for FMLA, you can use the time as you see fit.... As it relates to your FMLA reason.
The company isn't entitled to an explanation. If you can do it with a "request off".... that saves your FMLA days.
-Bug-
The company isn't entitled to an explanation. If you can do it with a "request off".... that saves your FMLA days.
-Bug-
