Originally Posted by
DeadHead
Just being through the process myself, I didn't have any issues getting the time off, as long as HR had at least 30 days notice. Agree with you, not having any type of pay when on FMLA sucks. In hindsight I should have I used some of my vacation earlier in the year which I could have shifted into my FMLA. Would have taken some of the sting out of losing a few weeks of pay.
Understand the 30 days notice is a Delta requirement. The 30 day notice requirement under the FMLA only applies to elective surgery which can be scheduled in advance. Unless your child is going to be delivered via C Section, known more than 30 days in advance, then there is NO thirty day requirement.
Unfortunately, ALPA's insurance "expert" is no help. She is unaware that President Obama signed the Flight Crew Technical Corrections Act, and how FMLA is properly applied.
The real core problem is that Delta's Human Resource Policy Manual has not been updated since the change in the Statute. HR is following wrong guidance. ALPA's "expert" is following Delta's guidance.
It is best to play Delta's game and comply if at all possible. Just understand, Delta is knowingly violating the law. The Department of Labor is your best friend if you have a problem.