FMLA Violations

From: Subject: FMLA Violations Date: Tue, 10 Mar 2009 16:33:48 -0500 MIME-Version: 1.0 Content-Type: multipart/related; type="text/html"; boundary="----=_NextPart_000_0000_01C9A19D.FD311700" X-MimeOLE: Produced By Microsoft MimeOLE V6.00.2900.5579 This is a multi-part message in MIME format. ------=_NextPart_000_0000_01C9A19D.FD311700 Content-Type: text/html; charset="Windows-1252" Content-Transfer-Encoding: quoted-printable Content-Location: http://www.postalflame.org/fmla/violations.html FMLA Violations

Common FMLA=20 Violations!

A. FMLA violations cover the entire spectrum of the governing = regulation,=20 Title 29 of the CFR, Part 825. However, the most common violations are = listed=20 below.

2. Denial, withdrawal, or "not currently approved", FMLA for not = abiding to=20 suspense dates that are unreasonable under the circumstances. Although = this is=20 also an issue of timeliness, there is no stipulation in the FMLA for = suspense=20 dates for different actions. This is a question of what is reasonable, = and=20 what is not, given the circumstances.

3. Denial, withdrawal, or "not currently approved", FMLA = recertifications=20 when initiated by the employee when they are not incapacitated or = receiving=20 active treatment from a physician, ie., continued office visits for=20 treatments, etc. The FMLA distinctly states that the concept of = "continued=20 treatments" include, but is not limited to, prescription medications,=20 supportive devices, ie., Oxygen, etc.

4. Denial, withdrawal, or "not currently approved", for FMLA = because=20 management determines that a "medical condition" is not a serious = health=20 condition when they are not qualified to make such a determination. = Even if an=20 employer=92s health representative made such a determination, there is = no=20 provision for such a determination unless it is part of a third (3rd) = opinion.=20 An employer=92s health representative cannot act on behalf of the = employer in a=20 second opinion.

5. Denial, withdrawal, or "not currently approved", for FMLA=20 recertifications even though management requested such certification, = and the=20 denial is without just cause.

6. Denial of FMLA leave in general when the statutes do not allow a = denial=20 under most circumstances.

7. Withdrawal of FMLA, once certified, when the statutes do not = allow a=20 withdrawal of FMLA leave, or FMLA protected status once the = certification=20 process is completed, and in favor of the employee.

8. Harassment by requiring repeated "clarification" requests from = the=20 employee=92s doctor, at the employee=92s time and expense, when such = clarification=20 is in direct violation of the FMLA statutes. Management may request = the=20 employee=92s permission that an employer=92s designated health care = representative=20 contact the employee=92s doctor for the purposes of clarification. The = employee=20 is not obligated to grant this permission. If the permission is not = granted,=20 the employer has another avenue to address the issue of clarification. = The=20 employer cannot repeatedly send the employee back to their doctor to = obtain=20 clarification. The employer can send the employee back to the doctor = if the=20 certification, or recertification, is not complete, but that is the = only=20 instance that the employer can make that request. The Employer may = send the=20 individual to a 2nd opinion doctor if an employee refuses to allow the = employer to contact his/her personal physician, or if the employer = believes=20 the FMLA certification is not correct or fraudulent.

9. Initiation of disciplinary action for FMLA related illnesses in = direct=20 violation of the FMLA statutes, and The Rehabilitation Act of = 1973.

10. Creation of a hostile work atmosphere by repeated violations of = the=20 FMLA, The Rehabilitation Act of 1973, and continued harassment of the=20 employee.

11. Prohibiting the use of FMLA based on denials, and withdrawals = of FMLA=20 "protected status", or "not currently approved" designation of FMLA = "protected=20 status", when such actions are expressly prohibited. FMLA can be = denied, or=20 withdrawn, but only in very specific instances. Management does not = have=20 "Carte Blanche" authority to take these types of actions without just=20 cause.

12. Denial because information is put on the wrong line.=20

13. Denial because the employee does not meet the 1250 hour work=20 requirement in the leave year.=20

14. Denial for cases of intermittent leave for a serious health = condition=20 when the requirement for intermittent leave is met on the first = absence=20 utilizing the first certification during any leave year.=20

15. Requesting a "Return to Work" packet in certain instances in = violation=20 of the Agency's own regulations, DOL Advisory Opinions, and FMLA = regulations.=20

16. Requesting 2nd opinions for recertifications when such action = is=20 specifically prohibited by the FMLA.=20

17. New (8/03): Requesting that a person return to work on = limited=20 duty when requesting FMLA sick leave for a serious health condition = that=20 incapacitates the individual.=20

18. New (2/04): Requesting that a person provide a new = certification=20 form because the Doctor's office used a "stamped" signature.=20

19. New (2/04): Requesting that a person provide a new = certification=20 form because the Doctor's signature was illegible.=20

20. New (7/08): "Make-Up" work for salaried employees. = Reference is made to US Court of Appeals for the 7th Circuit, Debra L. = Lewis=20 v. School District # 70, et.al., decided April 26, 2008.

B. I am sure that there are more violations that I have not heard = about, but=20 the above are the most common violations that the Agency utilizes to = deny your=20 FMLA request. If you have had one that is not listed above, please = e-mail me at=20 postalflame@mindspring.com= =20

C. Never, ever, change a certification, or add to a certification, = after=20 your physician has signed it. This is considered fraud, even with the = best of=20 intentions. If the certification is lacking in some aspect, or = something is=20 missed, return to your doctor to add the information, or to complete a = new=20 certification form. It would behoove all employees to utilize their = Union's FMLA=20 forms. They are simpler to understand, and complete, then the Department = of=20 Labor's WH-380. Your are not required to utilize the WH-380. It is = optional. The=20 APWU, NALC, and NPMHU have their own versions of the FMLA forms for = yourself and=20 your family...use them! For all intents and purposes, a specific form = need not=20 be utilized. It can just be a statement from the doctor, however, all = the=20 required information needs to be in that statement. In that = respect, it=20 is simpler to use the Union's forms.

The following navigational links for this website are provided for = your=20 benefit:

FMLA=20 Introduction Table of Contents=20
FMLA=20 Avenues of Redress-Your Union=20
EEO=20 Introduction Table of Contents=20
WebLinks = Page=20
Joining a = FMLA=20 Certified Class Action EEO Complaint in EEOC Jurisdictional = Proceedings=20

Home=20 Page

Site=20 Links

Net=20 Links

Why=20 "Flame"?

Contacts

Updated on: July=20 13, 2008 06:08:02 PM=20

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