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Brown Cafe UPS Forum
UPS Union Issues
when must I return to work from FLMA
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<blockquote data-quote="FracusBrown" data-source="post: 748623" data-attributes="member: 29360"><p>There's a lot of bad information posted. Call 1-800-UPS-1508 the benefits hotline for clarification or look it up on the Department of Labor website. Don't get yourself into hot water for not following the correct procedure. Caring for a sick parent is a covered issue. Taking care of personal issues after the death does not appear to be a covered item. </p><p> </p><p>From the Department of Labor. </p><p style="text-align: left"></p><p><strong><u><span style="font-size: 10px">Basic Leave Entitlement </span></u></strong></p><p><strong><u><span style="font-size: 10px"></span></u></strong><span style="font-size: 9px">FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons: </span></p><p style="text-align: left"><span style="font-size: 9px">• For incapacity due to pregnancy, prenatal medical care or child birth; </p></span></p><p style="text-align: left"><span style="font-size: 9px">• To care for the employee’s child after birth, or placement for adoption or foster care; </p></span></p><p style="text-align: left"><span style="font-size: 9px">• To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition; or </p></span></p><p style="text-align: left"><span style="font-size: 9px">• For a serious health condition that makes the employee unable to perform the employee’s job. </p></span></p><p style="text-align: left"><span style="font-size: 9px"></p></span></p><p style="text-align: left"><span style="font-size: 9px"></p></span></p><p style="text-align: left"><span style="font-size: 9px"><strong><span style="font-size: 10px">Employee Responsibilities </span></strong></p><p><strong><span style="font-size: 10px"></span></strong></span></p><p><span style="font-size: 9px"><strong><span style="font-size: 10px"></span></strong>[FONT=Times New Roman,Times New Roman]<span style="font-size: 9px">[FONT=Times New Roman,Times New Roman]<span style="font-size: 9px"><p style="text-align: left">Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer’s normal call-in procedures. </p><p>Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. Employees also must inform the employer if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees also may be required to provide a certification and periodic recertification supporting the need for leave. </span></span></span></p><p><span style="font-size: 9px"><span style="font-size: 9px"><span style="font-size: 9px"></span>[/FONT]</span>[/FONT]</span></p></blockquote><p></p>
[QUOTE="FracusBrown, post: 748623, member: 29360"] There's a lot of bad information posted. Call 1-800-UPS-1508 the benefits hotline for clarification or look it up on the Department of Labor website. Don't get yourself into hot water for not following the correct procedure. Caring for a sick parent is a covered issue. Taking care of personal issues after the death does not appear to be a covered item. From the Department of Labor. [LEFT][/LEFT] [B][U][SIZE=2]Basic Leave Entitlement [/SIZE][/U][/B][U][SIZE=2][/size][/U][SIZE=2][/SIZE][SIZE=1]FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons: [LEFT]• For incapacity due to pregnancy, prenatal medical care or child birth; • To care for the employee’s child after birth, or placement for adoption or foster care; • To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition; or • For a serious health condition that makes the employee unable to perform the employee’s job. [B][SIZE=2]Employee Responsibilities [/SIZE][/B][/LEFT][B][SIZE=2] [/size][/B][SIZE=2][/SIZE][FONT=Times New Roman,Times New Roman][SIZE=1][FONT=Times New Roman,Times New Roman][SIZE=1][LEFT]Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer’s normal call-in procedures. [/LEFT] Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. Employees also must inform the employer if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees also may be required to provide a certification and periodic recertification supporting the need for leave. [/SIZE][/FONT][/SIZE][/FONT][/SIZE] [/QUOTE]
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