The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees up to 12 weeks of unpaid, job-protected leave per year for specified family and medical reasons. As an employee of UPS, a private employer with more than 50 employees, you may be eligible for this leave under certain conditions. Here’s a comprehensive guide that explains how to apply for FMLA at UPS.
To apply for FMLA at UPS, first ensure you meet the eligibility criteria of working for UPS for at least 12 months, having worked at least 1,250 hours in the past 12 months, and working at a location with 50 or more employees. Contact UPS HR or call the UPS FMLA request number (1-855-877-4772) to request leave. Complete the FMLA Medical Certification Form provided by your healthcare provider and submit it to UPS. Wait for UPS to notify you of the status of your leave request.
Eligibility Criteria for FMLA at UPS
Before applying for FMLA leave, you must first ensure that you meet the eligibility criteria. UPS employees must:
- Work for UPS, a covered employer under FMLA, for at least 12 months or 52 weeks (these need not be consecutive).
- Have worked at least 1,250 hours during the 12 months immediately preceding the start of the leave.
- Work at a location where 50 or more workers are employed or where the number of workers within 75 miles is 50 or more.
Steps to Apply for FMLA at UPS
If you meet the eligibility criteria, follow these steps to apply for FMLA leave:
- Contact UPS HR or call the UPS FMLA request number: Dial 1-855-877-4772 to request leave. They will mail or email the paperwork to you, depending on how soon you want to start your FMLA leave.
- Complete the FMLA Medical Certification Form: Your healthcare provider must fill out this form to confirm that your medical condition or your family member’s condition qualifies for FMLA leave.
- Submit the completed form to UPS: Follow the instructions given by the HR representative or on the paperwork you received to submit the completed FMLA Medical Certification Form.
- Wait for employer notification: UPS must notify you whether your leave has been designated as FMLA within five business days.
Taking FMLA Leave Intermittently
FMLA leave can be taken intermittently under certain circumstances. This means that you can take leave in separate blocks of time or reduce your work schedule for the same qualifying reason. Intermittent leave can be taken for your own serious health condition, to care for an immediate family member with a serious health condition, or for pregnancy-related issues.
What to Do If Your FMLA Application Is Denied
If your FMLA application is denied, you can internally appeal the decision within UPS or consult with an employment lawyer. You may also contact the U.S. Department of Labor’s Wage and Hour Division at 1-866-487-9243 for guidance on whether the denial complies with FMLA regulations.
Applying for FMLA leave at UPS involves several steps, but with the right information and guidance, you can navigate the process successfully. Always remember to communicate effectively with your employer and provide all necessary documentation to ensure your application is processed in a timely manner.
Frequently Asked Questions
What are the specific family and medical reasons for which FMLA leave can be taken?
FMLA leave can be taken for the following reasons: the birth and care of a newborn child of the employee, placement with the employee of a child for adoption or foster care, care for an immediate family member (spouse, child, or parent) with a serious health condition, or when the employee is unable to work due to a serious health condition.
What constitutes a serious health condition under FMLA?
A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities.
Can I use paid leave while on FMLA leave?
Yes, you can choose to use accrued paid vacation, personal, sick, or family leave for some or all of the FMLA leave period. When you use paid leave for an FMLA-covered reason, the leave is FMLA-protected.
Can my employer retaliate against me for using FMLA leave?
No, it is unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided under FMLA. It is also unlawful for an employer to discharge or discriminate against any individual for opposing any practice made unlawful by FMLA.
What happens if I don’t meet the eligibility criteria for FMLA?
If you don’t meet the eligibility criteria for FMLA, you may not be able to take FMLA leave. However, you may still have other options such as personal leave or sick leave, depending on your employer’s policies. You should consult with your HR representative to explore these options.
