Next Meeting
Our next union membership meeting will be at 7pm on April 7, 2009 at the Union Hall. For directions to the Union Hall or further contact information, click here.Meetings are held the first Tuesday of every month at 7pm, so if you're a member of Local 3710, be sure to join us!
Quick Info
Have questions about FMLA and how it affects you? Head to our FMLA info page to read about it and contact us with any further questions!FMLA Information
Everyone needs to be aware of the Family Medical Leave Act (FMLA) and how you can protect your attendance by utilizing it. FMLA is available to any employee who has been with the company at least 12 months; and has worked at least 1250 hours during the prior 12 months. A covered employee is eligible for up to 12 work weeks of FMLA in a 12 month period for one or more of the following reasons:
1. Birth of a child and or to care for the newborn child
2. Adoption or foster care of a child or to care for the newly placed child
3. Care for an immediate family member with a serious health condition
4. Serious health condition or chronic health condition.
A Serious health condition involves any period of incapacity requiring absences from work for more than 3 calendar days that involves going to the Doctor and the Doctor treating you for the illness. Treatment can be the doctor giving you a prescription medicine, referring you to therapy, etc. or other treatment forms covered by FMLA. This could be a virus, back problems, kidney infections, migraines, etc. A chronic condition is when you have an illness in which you are being treated by the doctor, such as asthma, diabetes, migraines, back problems etc on a ongoing basis. The time out from work can be as little as 15 minuets up to 12 weeks.
A medical certification is required to be filled out by the doctor, if for a chronic condition then it is normally required every 90 days. You obtain the FMLA form to take to the Doctor from your immediate supervisor. You do not have to advise the supervisor what the nature of your illness is. If they insist on knowing it is a violation of HEPA. You are required to advise your supervisor within 2 days of returning to work that you would like to take FMLA for your days out. FMLA does not affect your pay. If you would have been paid contractually for being absent normally, then you would also be paid if you took FMLA for the FMLA time. This time does not count against your attendance as days out. This is important to know in order to protect your attendance records.
If you are out on an approved benefit case it is automatically counted as FMLA and you do not have to do anything.
The law also permits you to take FMLA time to receive continuing treatment by a health care provider which can include recurring visits for physical therapy treatment or Doctor Appointments, psychologist/counseling appointments.
For more information, contact the Union Office at (864)271-0014.