11/21/2005 - The long-expected USPS network consolidation has begun in bits and pieces, with individual offices being notified of changes to their mail processing operations.
Family and Medical Leave Information
Under the family and medical leave act of 1993 (FMLA), eligible employees of the U.S. Postal Service are entitled to receive unpaid leave for qualified medical and family reasons. Qualified medical and family reasons include: personal or family illness, pregnancy, adoption, or the foster-care placement of a child.
The FMLA is intended “to balance the demands of the workplace with the needs of families.” It allows eligible employees to take up to 12 work weeks of unpaid leave during any 12-month period to attend to the serious health condition of the employee, his or her parent, spouse or child, or for pregnancy or care of a newborn child, or for adoption or foster care of a child.
To be eligible for FMLA leave, an employee must have been employed by the employer at least 12 months, and worked at least 1,250 hours over the past 12 months, and work at a location where the employer employs 50 or more employees within 75 miles.
The National Defense Authorization Act for FY 2008 amended the FMLA to provide two types of military family leave for FMLA-eligible employees: “qualifying exigency leave” and “military caregiver leave.”
The union has posted FMLA forms for use by healthcare providers to certify serious illnesses of APWU members and their family members. In accordance with an April 18, 2012, arbitration award, these forms are accepted by the USPS.
Certification by a Health Care Provider for the Employee’s Own Serious Illness:
Certification by a Health Care Provider for a Family Member’s serious Illness:
Certification by Employee of Qualifying Exigency for Military Family Leave:
Certification by a Service Member’s Health Care Provider for Caregiver Military Family Leave:
Sample Completed APWU Forms
The following documents and links provide guidance and assistance for APWU members and representatives when applying the provisions of the FMLA to postal employees.
News: Family and Medical Leave
10/04/2005 - The Postal Service has filed a petition seeking to overturn a recent court ruling that invalidated USPS return-to-work requirements for employees with absences of more than 21 days. The APWU had hailed the July 19 ruling as a major victory in the fight to preserve workers’ rights under the Family and Medical Leave Act (FMLA).
07/20/2005 - A federal appeals court has ruled that the Postal Service’s return-to-work requirements for absences of more than 21 days are in conflict with the Family and Medical Leave Act.
The unanimous ruling by the U.S. Court of Appeals for the Seventh Circuit invalidates key USPS regulations that require employees returning from approved FMLA leave of more than three weeks to submit detailed medical documentation — including diagnosis, prognosis, treatment and medication — and/or to submit to a medical examination by a physician selected by the Postal Service before it will allow them to return to work.