Medical Management Services? New Department
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Dilligas
Veteran
Glad you asked...noname said:
"In order to maintain our prominence among "labor friendly" companies in America, US Airways is happy to announce the recent formation of the "Medical Management Services" department."
Vice President of Medical Management Sevices, Dr. Jack Kevorkian, is thrilled to announce the new ''early out" option, available starting in October, to any "topped out employee" on the payscale. "This will help in reducing our payroll expense, gives junior employees more career opportunities, and allows me to pursue my lifelong passion", stated Kevorkian. "Once accepted, there will be no backing out of the program", he added with a twinkle in his eyes, "you're mine!"
Depending upon the employee response to this latest program, it may be expanded to be offered to any employee with more than five years service, and any furloughee with the slightest chance of being recalled.
The department has other programs in the planning stage also. "Discount lobotomies to ensure a compliant, non-thinking, robotized workforce is possible within the next five years... and this should be our goal" stated a leaked company memo.
US Airways President ,"just call me Dave", was unavailable for comment as he is said to be preoccupied with picking out carpet for his new home and keeping a nervous eye on the hurricane tracking charts.
OldGuyinPA
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King David is the only one who can afford a new vacation home. Oh and I forgot Ben and Al and all the other exceptional leaders that are gracing CCY otherwise known as The Palace might be able to afford one too........
How long is it going to be before Dr. Bonner rids us of King David. It's not working Dr. Bonner...or haven't you noticed......
How long is it going to be before Dr. Bonner rids us of King David. It's not working Dr. Bonner...or haven't you noticed......
PITbull
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No name,
Received your e-mail.
I do not respond from my e-mail address however I can tell you the Medical Review Services Department is focusing soley on LABOR "lost time". If you have any specific question please contact me on the pms. I can assist you with whatever I am able and what I know regarding the FLMA legislation and U especially if you are a flight attendant.
I am here to serve and protect the employees of U. That is my only purpose ,and that is why I stay on this property.
Received your e-mail.
I do not respond from my e-mail address however I can tell you the Medical Review Services Department is focusing soley on LABOR "lost time". If you have any specific question please contact me on the pms. I can assist you with whatever I am able and what I know regarding the FLMA legislation and U especially if you are a flight attendant.
I am here to serve and protect the employees of U. That is my only purpose ,and that is why I stay on this property.
The only dealings I have had from them was a denial of my "Family Leave", basically the letter stated that the Medical Management Services disagreed with the write up from my doctor and therefore denied my "Family Leave".. I also understand that "Family Leave" approval or disapproval comes from this department for only 3 stations in all of the system, those stations being LGA, PHL and DCA.. it is my understanding that all other stations are either approved or denied by their own station manager .... Still wondering how Management can deny a person "Family Leave" if the only quaifications under the Federal Law is that 1) that the person requesting family leave has worked enough hours 2) the size of the employer has more than 50 people 3) Has submitted the requested paperwork supplied from the Company..noname said:
Since I was denied my family leave I have informed my local management that when the need arises I will now come into work on my prescribed medication and try to do my job, since I cannot use any sick time for which I am not sick.. The medication that I take has precautions which state that I should not operate heavy machinery... Guess I won't be able to run the jeyway... or maybe I should?... hmmmmmm I guess we shall find out if I can do it or not.... Time will tell...Hope that i don't hit an airplane, cross your fingers and pray
PITbull
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The only way the Medical Review Department can deny and FMLA, ( because they are not THE treating physician or nurse, is that the "paper work" is not completed with the necessary information that is required. Your physician should be able to fulfill the necessary required documentation. OR tell them to call me. I will know what documentation is necessary for qualification. Keep in mind, this is a federal law, even if you are unpaid, you can NOT be terminated under this program.
Please contact the AFA PIT President who will also assist you, no matter what labor group you are in.
Please contact the AFA PIT President who will also assist you, no matter what labor group you are in.
Dear PITBULL.
You make it sound so easy. I have had my family leave refuse so many times I am running in circles.
This person got the STANDARD DENIAL letter.
I have been trying since APRIL to get mine approved and with no avail.
I had surgery and the joint pops still and causes great pain. So much that I sometimes cannot walk. My primary care has filled out the paper and in the past I have had no problem. This year it is a joke. NOBODY here in PHL can get FMLA approved.
We have a person on the ramp that goes into diabetic shock 2 times a week and flops around on the ramp. Management says "shake it off". He can still work.
Guy with liver transplant cannot get FMLA. Different guy with Kidney transplant neither. Our Union reps throw up their hands. They say "call the company, complain."
HELLO IAM where are you? and why do I pay you?
I know this is a federal law. You said you cannot be fired for using it. The trick is
GETTING IT. and if they wont approve it then they can and will fire you.
I dont know who said lets dink with our employees this way but when the truth comes out and it always does. Somebody is gonna go to jail.
So forward me the name and # of anybody who can help. I will be happy to post and spread the word that this is the person to call hero. There are to many people here working hurt.
You make it sound so easy. I have had my family leave refuse so many times I am running in circles.
This person got the STANDARD DENIAL letter.
I have been trying since APRIL to get mine approved and with no avail.
I had surgery and the joint pops still and causes great pain. So much that I sometimes cannot walk. My primary care has filled out the paper and in the past I have had no problem. This year it is a joke. NOBODY here in PHL can get FMLA approved.
We have a person on the ramp that goes into diabetic shock 2 times a week and flops around on the ramp. Management says "shake it off". He can still work.
Guy with liver transplant cannot get FMLA. Different guy with Kidney transplant neither. Our Union reps throw up their hands. They say "call the company, complain."
HELLO IAM where are you? and why do I pay you?
I know this is a federal law. You said you cannot be fired for using it. The trick is
GETTING IT. and if they wont approve it then they can and will fire you.
I dont know who said lets dink with our employees this way but when the truth comes out and it always does. Somebody is gonna go to jail.
So forward me the name and # of anybody who can help. I will be happy to post and spread the word that this is the person to call hero. There are to many people here working hurt.
Dilligas
Veteran
Fast,
I am so very sorry to hear what is happening in PHL. It boils my blood to read and hear these horror stories. I have heard this from other sources also. If what is being described is accurate the company and the individuals need to be held responsible under federal law. Employees adversely affected should seek legal counsel and band together in a class action lawsuit.
The labor reps on the board, and the heads of each union, along with the top FMLA lawyers we can find, need to meet with the very top management on Monday and give them 24 hours to fix the sadistic, possibly illegal practices, remove the people doing this to our employees, and expedite the claims. I want full page ads in USA Today and the Wall Street Journal set to go on Wednesday naming names and telling it like it is.
Enough is enough. In Unity, there is strength. They have split this company into splinters and browbeaten us and abused us too long. This must not be tolerated anymore.
People you CAN'T NEGOTIATE with a BULLY. You've got to deal from a position of strength. Let's get our collective acts together and stop this abuse now.
Yes, I am royally P***ed off. (So much for my logical, non emotional side)
I am so very sorry to hear what is happening in PHL. It boils my blood to read and hear these horror stories. I have heard this from other sources also. If what is being described is accurate the company and the individuals need to be held responsible under federal law. Employees adversely affected should seek legal counsel and band together in a class action lawsuit.
The labor reps on the board, and the heads of each union, along with the top FMLA lawyers we can find, need to meet with the very top management on Monday and give them 24 hours to fix the sadistic, possibly illegal practices, remove the people doing this to our employees, and expedite the claims. I want full page ads in USA Today and the Wall Street Journal set to go on Wednesday naming names and telling it like it is.
Enough is enough. In Unity, there is strength. They have split this company into splinters and browbeaten us and abused us too long. This must not be tolerated anymore.
People you CAN'T NEGOTIATE with a BULLY. You've got to deal from a position of strength. Let's get our collective acts together and stop this abuse now.
Yes, I am royally P***ed off. (So much for my logical, non emotional side)
Dilligas
Veteran
FYI... info on FMLA enforcement and YOUR RIGHTS from the US Dept. of Labor Website:
------------------------
29 CFR 825.400 - What can employees do who believe that their rights under FMLA have been violated?
(a) The employee has the choice of:
(1) Filing, or having another person file on his or her behalf, a complaint with the Secretary of Labor, or
(2) Filing a private lawsuit pursuant to section 107 of FMLA.
b--If the employee files a private lawsuit, it must be filed within two years after the last action which the employee contends was in violation of the Act, or three years if the violation was willful.
© If an employer has violated one or more provisions of FMLA, and if justified by the facts of a particular case, an employee may receive one or more of the following: wages, employment benefits, or other compensation denied or lost to such employee by reason of the violation; or, where no such tangible loss has occurred, such as when FMLA leave was unlawfully denied, any actual monetary loss sustained by the employee as a direct result of the violation, such as the cost of providing care, up to a sum equal to 12 weeks of wages for the employee.
In addition, the employee may be entitled to interest on such sum, calculated at the prevailing rate. An amount equalling the preceding sums may also be awarded as liquidated damages unless such amount is reduced by the court because the violation was in good faith and the employer had reasonable grounds for believing the employer had not violated the Act. When appropriate, the employee may also obtain appropriate equitable relief, such as employment, reinstatement and promotion. When the employer is found in violation, the employee may recover a reasonable attorney's fee, reasonable expert witness fees, and other costs of the action from the employer in addition to any judgment awarded by the court.
29 CFR 825.401 - Where may an employee file a complaint of FMLA violations with the Federal government?
(a) A complaint may be filed in person, by mail or by telephone, with the Wage and Hour Division, Employment Standards Administration, U.S. Department of Labor. A complaint may be filed at any local office of the Wage and Hour Division; the address and telephone number of local offices may be found in telephone directories.
b--A complaint filed with the Secretary of Labor should be filed within a reasonable time of when the employee discovers that his or her FMLA rights have been violated. In no event may a complaint be filed more than two years after the action which is alleged to be a violation of FMLA occurred, or three years in the case of a willful violation.
© No particular form of complaint is required, except that a complaint must be reduced to writing and should include a full statement of the acts and/or omissions, with pertinent dates, which are believed to constitute the violation.
------------------------
29 CFR 825.400 - What can employees do who believe that their rights under FMLA have been violated?
(a) The employee has the choice of:
(1) Filing, or having another person file on his or her behalf, a complaint with the Secretary of Labor, or
(2) Filing a private lawsuit pursuant to section 107 of FMLA.
b--If the employee files a private lawsuit, it must be filed within two years after the last action which the employee contends was in violation of the Act, or three years if the violation was willful.
© If an employer has violated one or more provisions of FMLA, and if justified by the facts of a particular case, an employee may receive one or more of the following: wages, employment benefits, or other compensation denied or lost to such employee by reason of the violation; or, where no such tangible loss has occurred, such as when FMLA leave was unlawfully denied, any actual monetary loss sustained by the employee as a direct result of the violation, such as the cost of providing care, up to a sum equal to 12 weeks of wages for the employee.
In addition, the employee may be entitled to interest on such sum, calculated at the prevailing rate. An amount equalling the preceding sums may also be awarded as liquidated damages unless such amount is reduced by the court because the violation was in good faith and the employer had reasonable grounds for believing the employer had not violated the Act. When appropriate, the employee may also obtain appropriate equitable relief, such as employment, reinstatement and promotion. When the employer is found in violation, the employee may recover a reasonable attorney's fee, reasonable expert witness fees, and other costs of the action from the employer in addition to any judgment awarded by the court.
29 CFR 825.401 - Where may an employee file a complaint of FMLA violations with the Federal government?
(a) A complaint may be filed in person, by mail or by telephone, with the Wage and Hour Division, Employment Standards Administration, U.S. Department of Labor. A complaint may be filed at any local office of the Wage and Hour Division; the address and telephone number of local offices may be found in telephone directories.
b--A complaint filed with the Secretary of Labor should be filed within a reasonable time of when the employee discovers that his or her FMLA rights have been violated. In no event may a complaint be filed more than two years after the action which is alleged to be a violation of FMLA occurred, or three years in the case of a willful violation.
© No particular form of complaint is required, except that a complaint must be reduced to writing and should include a full statement of the acts and/or omissions, with pertinent dates, which are believed to constitute the violation.
Piney, if you seriously think and lawyer will get involved while there is a union,your
are sadly mistaken.
I called the DOL and their question to me? Do you have a union? Chain of command go to them first...
The DOL is about as helpful as 2 nips on a boar! :down:
are sadly mistaken.
I called the DOL and their question to me? Do you have a union? Chain of command go to them first...
The DOL is about as helpful as 2 nips on a boar! :down:
Dilligas
Veteran
golden1,golden1 said:
Although you did not address me in your post, I wanted to share with you some info I gleamed while perusing the net regarding this issue. I don't doubt what you said since the DOL is no friend of the working person.
Lawyers will indeed get involved even with a union, and class action suits have been filed. Several law firms came up right away upon searching.
You cannot be prevented from filing a DOL complaint simply because there is a union on the property.
DOL must investigate your filed complaint.
U has been involved in some very high profile cases regarding FMLA.
Disclaimer: I am not an attorney. I am not offering legal advice. I do not play golf with the Daves. They don't email me nor I them. Your mileage may vary. Objects in the rear view mirror are closer than they look.
PITbull
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Fast,
Who is your union Rep. PM me. Dilligas is correct on all counts. You can still file a complaint with both union to grieve (which they have to do) as well as seek outside counsel as this is a violation of the federal law. As many folks as have been denied you can all bank together. In the Inflight dept. specifically PHL has been tageted by this new "medical Review Dept", they have tried to deny it. AFA has stepped in and squashed those attempts. Your union MUST file a grievance and go through that process as well as seek outside counsel. The unions have attorneys for this as well.
If the company thinks they can abuse the law, because they think the employees don't have the audacity or funds to do anything, they will continue to abuse. Call the PIT local President at 412-262-3329. PIT President will direct you and contact your union rep as well if you seem to have hit a brick wall.
Who is your union Rep. PM me. Dilligas is correct on all counts. You can still file a complaint with both union to grieve (which they have to do) as well as seek outside counsel as this is a violation of the federal law. As many folks as have been denied you can all bank together. In the Inflight dept. specifically PHL has been tageted by this new "medical Review Dept", they have tried to deny it. AFA has stepped in and squashed those attempts. Your union MUST file a grievance and go through that process as well as seek outside counsel. The unions have attorneys for this as well.
If the company thinks they can abuse the law, because they think the employees don't have the audacity or funds to do anything, they will continue to abuse. Call the PIT local President at 412-262-3329. PIT President will direct you and contact your union rep as well if you seem to have hit a brick wall.
Piney
I have news for you-thankfully I DO NOT NEED FMLA at the moment-let me fill you in on the latest-
Yes, I;ve been riding the coat tails of my union-CWA.
When our station ( I will not say) went express mid summer, it was in the middle
of a pay period,so....until THE LAST MAINLINE employee was there, June 23rd, the employees were to receive MAIN LINE PAY ..
Station meeting with the HR reps(so they call them selves),didn't know their backside from a manhole cover,anyway, our pay scale would NOT CHANGE>>follow me?,( Time elapsed from end of June and the employees were notified Aug 1st.) several employees who elected to stay now ARE OVERPAID!
Initially CWA was to call HR and find out the what the heck is happening..
I've been calling my union 2x per week,left messages NO RETURN PHONE CALLS>>
Since I work p/t my check the lowest overpayment-189.00. and let me tell you WHEN THE COMPANY WANTS THEIR MONEY THEY TAKE IT IMMEDIATLY>>>THIS COMPANY HAS DOUBLE STANDARDS!
So for the remaining pays for 2003, yes, I;ve received my 5% back only to have the overpament equally debited!
Guys on the ramp-400-700.00
Go figure that one..
On monday once again I will hound the CWA>.
I'm only there for the medical coverage...
Use them like they use us!
FYI<I'm a happier person and I do focus on WHAT I WANT_TO heck with what they think-I do my hours work a sked that SUITS me and I'm out...of there early so I have the entire day for ME!
Not for them,no Phl Dlys in the AM's or anything major like on PM"S.
Thank You very much.
Time to BE A SELFISH ONE AAT WORK>.
I have great people I work , the experienced crew are on am's, cannot say that about pm's...
I'm thankful I'm where I am rather then the alternative..
Any other suggestions???????????????????
I have news for you-thankfully I DO NOT NEED FMLA at the moment-let me fill you in on the latest-
Yes, I;ve been riding the coat tails of my union-CWA.
When our station ( I will not say) went express mid summer, it was in the middle
of a pay period,so....until THE LAST MAINLINE employee was there, June 23rd, the employees were to receive MAIN LINE PAY ..
Station meeting with the HR reps(so they call them selves),didn't know their backside from a manhole cover,anyway, our pay scale would NOT CHANGE>>follow me?,( Time elapsed from end of June and the employees were notified Aug 1st.) several employees who elected to stay now ARE OVERPAID!
Initially CWA was to call HR and find out the what the heck is happening..
I've been calling my union 2x per week,left messages NO RETURN PHONE CALLS>>
Since I work p/t my check the lowest overpayment-189.00. and let me tell you WHEN THE COMPANY WANTS THEIR MONEY THEY TAKE IT IMMEDIATLY>>>THIS COMPANY HAS DOUBLE STANDARDS!
So for the remaining pays for 2003, yes, I;ve received my 5% back only to have the overpament equally debited!
Guys on the ramp-400-700.00
Go figure that one..
On monday once again I will hound the CWA>.
I'm only there for the medical coverage...
Use them like they use us!
FYI<I'm a happier person and I do focus on WHAT I WANT_TO heck with what they think-I do my hours work a sked that SUITS me and I'm out...of there early so I have the entire day for ME!
Not for them,no Phl Dlys in the AM's or anything major like on PM"S.
Thank You very much.
Time to BE A SELFISH ONE AAT WORK>.
I have great people I work , the experienced crew are on am's, cannot say that about pm's...
I'm thankful I'm where I am rather then the alternative..
Any other suggestions???????????????????
