**If a memeber has 1 year perfec

Tucker-Haskins and Associates

WNY Labor Today

08/28/2008

FMLA Problems at Verizon

**If a memeber has 1 year perfect attendance or has an absence of no more than 2 days (within 6 months from the calendar day following the last day of a chargeable absence) will not be stepped. THIS ONLY APPLIES TO MEMBERS NOT ON ANY STEP OF THE ABSENCE CONTROL PLAN.**

Click here to view the new Absence Control Plan (ACP)

Whether you are reporting an incidental absence to your manager/supervisor or reporting your disability to a MetLife representative, please use the following as a guideline as to what you should or should not discuss.

Call your manager/supervisor on the 1st day of absence to report the absence. As a precaution you should also call the Absence Reporting Center (ARC) at 1-877-275-8947.

· Advise them that you are unable to report to work because you are ill.

· If the absence is related to a previously approved chronic health condition, be sure to advise that to the person you are reporting the absence to.

· DO NOT discuss the specifics of the illness.

· DO NOT diagnose yourself.

· DO NOT offer a return to work date.

· Verify your mailing address to avoid problems with paperwork or print them out yourself. (FMLA INFO )

THE ABSENCE BECOMES A DISABILITY ON THE EIGHTH CALENDAR DAY.

To report your disability you should contact MetLife by calling 1-800-638-4228 or visit their website (www.metlife.com/mybenefits) to make a claim online.

**Remember this should be done on the eighth calendar day or earlier if you know the absence will become a short-term disability.This is crucial so that there will not be an interruption in your pay.**

Also, if you return to work after a disability absence and are then absent again for any reason within 14 calendar days you must call your supervisor and contact MetLife immediately in order to prevent interruption of pay.

Be prepared to provide to the MetLife representative, but not limited to, the following information:

· Your Name

· Social Security #

· Reach #

· Address

· 1^st Day of Absence

· Manager’s Name & Phone #

· The Name, Phone #, and fax # of the disabling doctor or doctors.

You can discuss with MetLife the signs and symptoms of the illness.

Diagnosis should only be given if determined by your disabling doctor.

The information that your doctors provide to MetLife must include the following:

· Signs, symptoms and diagnosis

· Objective clinical, which means your doctor explains why you are disabled based on his/her findings and not your complaints.

· Functionality, which means your doctor explains how your disability prohibits you from doing your job.

* REMEMBER you must call Metlife on your 1st day back from disability to advise them that you have returned to work.*

In the event, you are denied FMLA or disability please file an appeal and contact your local steward immediately.

What are the differences between Disability Benefits - Short Term Disability (STD) or Long Term Disability (LTD), and leave entitlement under the Family/ Medical Leave Act (FMLA)?

What Is a Short Term Disability (STD) Benefit Plan?
A benefit plan that replaces a portion of income lost because of an injury or illness that prevents an employee from working. Benefits may continue for a certain length of time as specified by the particular plan. For example, 1 week, 13 weeks, 26 weeks, 52 weeks, or until Long Term Disability benefits become payable. Please reference your plan materials to determine how long your benefits may continue.

What Is a Long Term Disability (LTD) Benefit Plan?
A benefit plan that replaces a portion of income lost because of an injury or illness that lasts for an extended period of time and prevents an employee from working. Benefits may be paid following an elimination or waiting period and may continue to the maximum length of time specified by the plan; for example, until the employee reaches a certain age. Please reference your plan materials to determine how long your benefits may continue.

What Is the Family/Medical Leave Act (FMLA)?
FMLA stands for the Family/Medical Leave Act, a federal law enacted in 1993. Under the FMLA, eligible employees may take up to 12 weeks time off from work because of their own serious health condition to care for a spouse, child or parent who has a serious health condition, or to care for a newborn child, newly adopted child, or newly placed foster child. Leave may be taken in continuous spans of time or through intermittent or reduced-schedule leave, subject to certain exceptions and limitations. Please contact your employer to determine how FMLA is administered at your company.