FMLA screw job
03-18-2013, 05:07 AM
#5
Gets Weekends Off
Joined APC: Mar 2008
Position: FAA 'Flight Check'
Posts: 13,837
For those of us that don't know the special airline/aircrew rules of FMLA - how many hours did you use to have to work to qualify for the benefit?
03-18-2013, 05:59 AM
#6
Gets Weekends Off
Thread Starter
Joined APC: Oct 2011
Posts: 263
At my airline, it was just the standard of duty hours that everyone else had, and my wife's it was 420 paid hours (half of guarantee). The twelve weeks leave was calculated on a 7 day week, for 84 days off. Now, for flight crews, it is calculated on a 6 day work week, for only 72 days... 12 days less!
Don't forget, we don't work down the street and 10 minutes sway in case something happens to your loved one, you can just pop in, or take a half day off to help. When we are gone at work, we are GONE! Those extra twelve days go a long way to ensure your loved one is properly healed and feeling better.
Don't forget, we don't work down the street and 10 minutes sway in case something happens to your loved one, you can just pop in, or take a half day off to help. When we are gone at work, we are GONE! Those extra twelve days go a long way to ensure your loved one is properly healed and feeling better.
03-18-2013, 07:15 AM
#7
Gets Weekends Off
Joined APC: Mar 2008
Position: 747-400 FO
Posts: 123
FMLA screw job
At my airline, it's still 12 weeks free of duty, and you get to keep your job. Burns up sick pay, then vacation, so you had to take the vacation first. After two kids over two years, I ended up going unpaid for a few weeks. Big deal - they were only born once.
Keep in mind what this is for. In a tough industry, don't scream too loud. This sounds like an "entitlement" which lots of mgmt types would love to chop.
Keep in mind what this is for. In a tough industry, don't scream too loud. This sounds like an "entitlement" which lots of mgmt types would love to chop.
03-25-2013, 03:02 PM
#8
Permanent Reserve
Joined APC: Aug 2007
Posts: 1,677
When FMLA first came out, the airlines said it did not apply to them because the definition of "full time employee" was based on work hours per year. (2000 or so)
Since Airline pilots work (or are paid) for about half that, the airlines used this as their excuse to not comply.
Congress had to change the law to make it fair to airline employees, and it estimates full time employment based on reasonable airline flight crew/cabin crew work schedules and hours of pay.
Since Airline pilots work (or are paid) for about half that, the airlines used this as their excuse to not comply.
Congress had to change the law to make it fair to airline employees, and it estimates full time employment based on reasonable airline flight crew/cabin crew work schedules and hours of pay.
03-25-2013, 07:47 PM
#9
Prime Minister/Moderator
Joined APC: Jan 2006
Position: Engines Turn Or People Swim
Posts: 39,554
When FMLA first came out, the airlines said it did not apply to them because the definition of "full time employee" was based on work hours per year. (2000 or so)
Since Airline pilots work (or are paid) for about half that, the airlines used this as their excuse to not comply.
Congress had to change the law to make it fair to airline employees, and it estimates full time employment based on reasonable airline flight crew/cabin crew work schedules and hours of pay.
Since Airline pilots work (or are paid) for about half that, the airlines used this as their excuse to not comply.
Congress had to change the law to make it fair to airline employees, and it estimates full time employment based on reasonable airline flight crew/cabin crew work schedules and hours of pay.
The rules the OP is complaining about are actually an improvement, years in the making, which was needed because the original definition of a regular/full time employee was based on hours "worked" so the airlines would deny FMLA (mostly to FA's) based on their not crediting 2000+ hours. Eventually the airlines were forced to count duty time towards hours worked, but they still would not credit time on reserve at home, so a reserve who didn't work a lot still wasn't eligible (they were getting paid, but not "working").
Putting it in terms of pay and monthly guarantee makes sense.
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