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Out w/Injury, Missed My Vacation:?
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<blockquote data-quote="!Retired!" data-source="post: 3320917" data-attributes="member: 24309"><p>No, safety and legal ARE the reasons. You said it yourself...once a doctor CLEARS you, you go back on the road. If you have ANY restrictions, you don't go on the road. A doctor can say you can drive, but not lift more than X lbs. The lifting restriction is enough to keep you off the road. This was what happened in my case. </p><p></p><p>Calendar days. That couriers route should have gone up for bid a long time ago. Read my previous post, you'll see how mine went. I did have one thing on my side. Being that PEAK was coming up, it was in the their best interest not to have to train someone on my route AND have me train on another route. I went back to full duty 2 weeks before Christmas giving me time to get back 'into the swing'. 2 months of doing NOTHING takes its toll on the body.</p><p></p><p>Keyword: People Manual....the first line says it all. As long as you are approved for disabilty or WC, you do not have to use your time off (personal days, floaters and vacation)</p><p><strong>1-8 Leave of Absence (Medical)—Operations Hourly and Step Progression</strong></p><p>Paid Leave An employee must take a paid leave for his own serious health condition if he is not receiving workers’ compensation or short term disability benefits and he is eligible for pay under 1-4 Medical Absence Pay Period—Exempt and Staff Hourly, 1-5 Medical Absence Pay Period, 1-7 Medical Absence Pay Period—Operations Hourly and Step Progression, or if he has available paid leave under 1-10 Personal Days, 1-15 Vacation for Nonexempt Employees, 1-16 Vacation for Exempt Employees, or 1-25 Holidays. However, an employee may elect to retain the equivalent of up to five days (i.e., 20 hours for part-time employees or 40 hours for full-time employees) of available vacation time for use during a non-FMLA protected period. If paid leave is not available, or the employee elects to retain permissible vacation time for use during a non-FMLA protected period, leave for an employee's serious health condition will be unpaid.</p><p></p><p>True...though, I'm not sure about the same hours part. Maybe DANO can clarify that.</p><p></p><p>Let's go take a ride on my old route....85 lb airplane batteries, 100+ crates was the norm.</p></blockquote><p></p>
[QUOTE="!Retired!, post: 3320917, member: 24309"] No, safety and legal ARE the reasons. You said it yourself...once a doctor CLEARS you, you go back on the road. If you have ANY restrictions, you don't go on the road. A doctor can say you can drive, but not lift more than X lbs. The lifting restriction is enough to keep you off the road. This was what happened in my case. Calendar days. That couriers route should have gone up for bid a long time ago. Read my previous post, you'll see how mine went. I did have one thing on my side. Being that PEAK was coming up, it was in the their best interest not to have to train someone on my route AND have me train on another route. I went back to full duty 2 weeks before Christmas giving me time to get back 'into the swing'. 2 months of doing NOTHING takes its toll on the body. Keyword: People Manual....the first line says it all. As long as you are approved for disabilty or WC, you do not have to use your time off (personal days, floaters and vacation) [B]1-8 Leave of Absence (Medical)—Operations Hourly and Step Progression[/B] Paid Leave An employee must take a paid leave for his own serious health condition if he is not receiving workers’ compensation or short term disability benefits and he is eligible for pay under 1-4 Medical Absence Pay Period—Exempt and Staff Hourly, 1-5 Medical Absence Pay Period, 1-7 Medical Absence Pay Period—Operations Hourly and Step Progression, or if he has available paid leave under 1-10 Personal Days, 1-15 Vacation for Nonexempt Employees, 1-16 Vacation for Exempt Employees, or 1-25 Holidays. However, an employee may elect to retain the equivalent of up to five days (i.e., 20 hours for part-time employees or 40 hours for full-time employees) of available vacation time for use during a non-FMLA protected period. If paid leave is not available, or the employee elects to retain permissible vacation time for use during a non-FMLA protected period, leave for an employee's serious health condition will be unpaid. True...though, I'm not sure about the same hours part. Maybe DANO can clarify that. Let's go take a ride on my old route....85 lb airplane batteries, 100+ crates was the norm. [/QUOTE]
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