January's Did You Know? BCBSM UAW Local 2256 101

Happy New Year Brothers and Sister’s! January can be a very hectic month for us here at work. Call volumes and stress volumes are high. Your New Year resolution may or may not already be out the window. Keep in mind that it is still important that we take care of ourselves both physically and mentally. FMLA is one of the strongest job-protection tools workers have, and a lot of people don’t use it until they’re having attendance issues. This article is to help you understand what FMLA is, when to use it, and how it protects you. Buckle up and pay attention to the road signs, this is going to be a long ride.

Let’s Talk About FMLA- Know It Before You Need It

What Is FMLA?

FMLA stands for the Family and Medical Leave Act. It’s a federal law that allows eligible employees to take up to 12 weeks of job-protected leave for certain medical or family reasons.

Let’s keep it simple:

FMLA does not automatically pay you, however it protects your job and discipline for approved absences. FMLA helps protect things that the union has fought hard for:

·         Your job

·         Your seniority

·         Your benefits

·         Your classification

Once your FMLA is approved, management cannot discipline you for those covered absences. That’s not a courtesy, that’s the law.

Who Can Use FMLA?

You’re eligible if:

• You’ve worked for the employer at least 12 months (doesn’t have to be consecutive)
• You’ve worked 1,250 hours in the last year
• The employer has 50+ employees within 75 miles

Please review the attached FMLA-Overview pamphlet supplied by the company for more detail and eligibility requirements.

 When Can You Use FMLA?

FMLA can be used for:

·         Your own serious health condition (physical or mental)

·         Pregnancy, childbirth, and recovery

·         Caring for a spouse, child, or parent

·         Bonding with a new child

·         Certain military-related situations

Intermittent FMLA

You don’t have to take 12 weeks at once. Intermittent FMLA allows you to use FMLA in smaller chunks, like:

·         A day here and there

·         A few hours for appointments

·         Time off during flare-ups

·         This is common for chronic conditions and mental health needs.

Let’s be clear, using intermittent FMLA does not abuse the system when it’s medically certified and reported correctly.

How Do You Apply for FMLA?

THIS PART IS VERY IMPORTANT! It cannot be stressed enough how important it is to report your FMLA absence to both BCBSM (WFM) based on your established departmental call-in procedures and to Absence Resources (formerly FMLASource).  You MUST do the notification to Absence Resources within 2 business days of your absence.  These procedures are outlined under the Company’s policy attached to this email. As of today’s article, the BCBSM HR website has not been updated to reflect the name change for the FMLA administrator so I will provide contact information below:

BCBSM Workforce Management (call immediately): 1-866-915-0691

Absence Resources (previously known as FMLASource):

·         Website- https://www.fmlasource.com (preferred method) Open an FMLA Claim

·         Phone- 844-562-2227 FMLASource IVR Instructions

·         Mobile App- AbsenceNow®  FMLASource Mobile App Guide

 When Should You Contact the Union?

Reach out if:

·         Your FMLA is denied

·         You feel pressured not to use it

·         You’re disciplined while on approved FMLA

·         You’re unsure how to start the process or it’s your first time certifying

Taking care of yourself or your family is not weakness—it’s responsibility. FMLA exists so workers don’t have to choose between their health and their job. If you think you might need it, don’t wait until things pile up. Ask questions, get informed, and use your rights. If you need any assistance with taking these steps, please contact your union leadership team who would be happy to help you. That’s what we’re here for.

In Solidarity,

Your BCBSM Unit Education Committee