I was just curious as to the amount of FMLA that is used at other barns.I talked with one member of management at our terminal(313) and he said that about 80 guys out of about 160 on the seniority list,had FMLA.Now,don`t get me wrong I am in full agreement to those who have a need for it ,but I can tell you that most certainly 80 guys do not use it legitimatly.WE have guys that use it when they get forced OT.WE have guys that use it when they get forced out on the street to drive.What really blows me away is management is fully aware of the abuse and they just turn a blind eye to it all.It just amazes me that I stop and talk for 1 minute on the dock and they are all over me but these guys are robbing them blind and they could care less.Oh well thats the Big R for ya.
Yellow | Fmla
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IR CookieMonster
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Welcome to the boards flat top. I'm glad you found us. As far as FMLA is I don't know if it abused here (Akron) or not.. It's the law so there is nothing much they can do about it anyways.
Chicago Roadway
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IR CookieMonster said:
that seems to be the right answer most of us do not look into the amount of people using it, but i do find that point interesting.
I am currently on FMLA due to my wife had our first kid (a Baby girl) and before I went on FMLA I check with My BA and he gave me a book that the Teamsters use and The way the book reads if you are going to come to work and you are going to excersise you right to FMLA you are to notify the company before you shift starts or the day prior I dont know how they get to use it when they go on overtime now they can tell the company while they are on FMLA for there 12 weeks that they can only work 8 hours a day for the 12 weeks. I dont know if this helps but that the way we do it at our term
I've used it 3 times .All when I needed to be off for surgery for different things.bighead said:
I too don't understand how these people are getting out of overtime using FMLAthe only thing I could understand is if you had to provide direct care to a family member that was in need of care ,or say a child ,your wife had to go to work.
Some overtime is OK But alot is not good either
I don`t want people to get the wrong impression about my comments.I do realize that FMLA is the law and many people do have legitimate reasons to take off.And just to clear things up in regards to chicago Roadways comment in regards to"looking into people using FMLA" it really is`nt a matter of searching into peoples private live, it`s just becomes obvious that someone is abusing the system when the same guy who goes home on FMLA when he is forced out driving, averages 3 days week, usually taking the first and last day of the week off. I guess from the responses that I received this is not necessarly a company problem but more of a local one.
Docksteward
Teamsters Local 71
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Using 671 as an example........I don't think it's that hard to qualify for FMLA. The attendance policy here has been very strict for the last 3-5 years. If a man was being watched by management or was being diciplined for missing too many days, he would then get on FMLA. In some cases our HR manager would suggest they apply for it. I have spoken to several guys that came in on the COO and they had days that they could take off during the month and be excused, besides their paid time off. We don't have those so guys get on FMLA. Here's the "catch 22" Now the men miss more days on FMLA than before they got on it?!? I can't quite follow the logic here. The company wants you to come to work, and for that matter the union wants you to come to work too, but the company will hound guys that miss one to five days a month and come down hard on them. But once on FMLA they are OK with that. I know it's the law and the company can't argue it, unless it's fraudulent. But the company pushes employees far enough that they have no other choice...........just my 2 cents. DS.
That is an excellent observation docksteward. I believe the company is to scared to 'discipline' people on FMLA.
The repercusions must be too severe to harass someone on FMLA.
I too needed FMLA last year when my wife had to have surgery.
I could have taken up to 6 months off. Instead I took 4 days till she got released and only 3 after for post operation appointments.]
Now I realize other people have different financial situations but there is no way I could afford to have taken off the full time.
I, like flat top, have a hard time believing that over half of our barn needs to have FMLA.
But its the law and if they can get it, se le vi
Or however you spell it.
The repercusions must be too severe to harass someone on FMLA.
I too needed FMLA last year when my wife had to have surgery.
I could have taken up to 6 months off. Instead I took 4 days till she got released and only 3 after for post operation appointments.]
Now I realize other people have different financial situations but there is no way I could afford to have taken off the full time.
I, like flat top, have a hard time believing that over half of our barn needs to have FMLA.
But its the law and if they can get it, se le vi
Or however you spell it.
In many cases that is the way it is .ROADY said:
In the Local that I'm in, in Chicago ,the contract that I work under states that it's MY choice .
Yes I kind of took a small bath 2 years ago when I was out for 6 weeks ,But it was important to me to know that I still had time left when I came back if I needed it .
My local has a "Sick List" So if you got sick off the clock ,where you had to be off several weeks ,you could file for and recieve
a couple of hundred per week for the time you were down .This would not apply for caring for a family member
The fmla is a goog safety net one of my kids was in real bad shape and i had to be aol for 3 weeks and even after that i had to take off to take him to the heart spcialist if it wasnt for the fmla i am 99% sure boing boing would have letterd me with art 44s till i was on the outside looking in
Docksteward
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Hey ROADY....under FMLA, if you have vac or sick/personal days, they will be used first. But this is only if you take a full day of FMLA. If you have to leave, let's say at lunch...........you keep your vac and sick/personal days because you only use 4 hours of FMLA. At least that's the way it's done down here. DS.ROADY said:
Docksteward
Teamsters Local 71
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Hey Mike.....our local has a "lost time" plan that does the same as your sick list. Help me understand the other part. You are saying that your contract states that you decide if you want your vac/sick/personal days to be used or not when using FMLA? If you can.....we need that in the Carolina Supplement!! DS.Mike432 said:
Chicago Roadway
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Docksteward said:
on the dock they utilized all your paid time first, .... if you want during you extended sick leave you can fill out your form for pay from our local its about 200 bucks before taxes.... not much but at least it is something
Fmla is a very strong tool to be used correctly, make sure if you use it you fill out your paper work and keep it current.:red_bandana:
a nice place for answers in illinois's
http://www.chicagolegalnet.com/FMLA.htm
i beleive this is the form they use for us
when you request fmla
http://www.dol.gov/esa/regs/compliance/whd/fmla/wh380.pdf#search="fmla form"
Chicago Roadway
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we have sick leave covered by our contract for up to 4 weeks it states that If an employee is absent because of illness or off the job injury and notifies the employer of such a absence. the employer shall continue to make required contibutions for a period of 4 weeks.(page 54 article 25)Docksteward said:
also on page 28 section 2 it states the "employer" may require the employee to substitute accrued paid vacation or other paid leave for "part" of the leave.
that is out of of labor contract with local 710
for april 1 2003 to and including march 31,2008
sorry about the quotes but double check with your local or steward to make sure so you have no misunderstanding if you are going to take it. we have had people fired from using bad info from crap house lawyers
I'm not sure exactly how many (hrs) days you need to use on FMLA before they start taking Vacation days at 313, but one guy used FMLA before he got forced EVERY day and when he thought they would pop him for only 2 hrs the payroll girl hit him for 4 hrs because of the 2 hrs of force.
Next thing he knew he was almost out of vacation time.
It seems to be done differently everywhere.
I just wish they could come up with one set of guidelines to follow and something you don't need a PHD for.
Next thing he knew he was almost out of vacation time.
It seems to be done differently everywhere.
I just wish they could come up with one set of guidelines to follow and something you don't need a PHD for.
I never used the FMLA, although I had plenty of chances. Always went on disability, cuz I hated the thought of them taking my vac, sick, and pl's. Anytime I broke a bone (ya, I went to work with a broken foot once, and a broken hand another time) or need surgery I tried to finagle the times so I could get my 36 days in a qtr to maintain my health care. Never lost a qtr, in health benefits. I know I lost pension time, but I was willing to sacrifice that for health care and the chump change that NYS disability pays.:USA:
Docksteward
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Just as an example of the differences in supplements.... ours is paid weekly once you have worked 2 days of that week, to get your health care. I don't know if it's better, just different. DS.TheBigR said:
Docksteward said:
10-4 on different. We could actually get our weeks coverage by running just under 1000 miles (1 bed job, or 2 turns), that actually gave you your 4 days credit toward your 36 for the qtr. Seems confusing but if ya paid attention it wasn't hard to do. :BlahBlah: