rights

Workers are entitled to certain fundamental rights in the course of earning a living.

These include:

The right to organize and form a union, engage in collective bargaining, exercise full freedom of association and designate representative of their own choosing for the purpose of negotiating the terms and conditions of their employment;

The right to engage in a lawful strike without being permanently replaced or losing their jobs;

The right to maintain an equitable standard of living derived from compensation for their labor;

The right to job training, other services and education that will empower them to maximize their earnings, improve their occupational skills and enhance the productivity of the Nation;

The right to be assured safe and healthful working conditions and to receive from their employers a conscientious effort to reduce the number of occupational safety and health hazards at their places of employment;

The right to health care for wage earners and their families;

The right to earn their living in an environment free from all forms of discrimination;

The right to a livable and economically secure retirement;

The right to engage in the political process as guaranteed under the First Amendment to the Constitution, which would include voluntary participation in the union's political action committee and the use of union dues money as currently provided under state and federal law.

SCALE of JUSTICE If you are ILL or have an ABSENCE...

DO YOU KNOW YOUR RIGHTS?

don't be foolish - protect yourself!
Before you call the
Absence/Reporting Center (ARC),
be informed about what information may
be asked of you - and what may not be asked !

Verizon Absence Control Plan

Absence Reporting Center (ARC) at 1-877-275-8947 - Call on the first day of absence.

Call your manager/supervisor on the 1st day of absence to report the absence. As a precaution you should also call the Absence Reporting Center (ARC) at 1-877-275-8947 (ask VZHR).

SOME DO'S AND DON'TS
Whether you are reporting an incidental absence to your manager/supervisor or reporting your disability to a MetLife representative, please use the following as a guideline as to what you should or should not discuss.

· Advise them that you are unable to report to work because you are ill.

· If the absence is related to a previously approved chronic health condition, be sure to advise that to the person you are reporting the absence to.

· DO NOT discuss the specifics of the illness.

· DO NOT diagnose yourself.

· DO NOT offer a return to work date.

MetLife (STD) short-term disability claim 800-638-4228 - Call on or before your eighth calendar day of absence.

To report your disability you should contact MetLife by calling 1-800-638-4228 or visit their website (www.metlife.com/mybenefits) to make a claim online.

**Remember this should be done on the eighth calendar day or earlier if you know the absence will become a short-term disability.This is crucial so that there will not be an interruption in your pay.**

Also, if you return to work after a disability absence and are then absent again for any reason within 14 calendar days you must call your supervisor and contact MetLife immediately in order to prevent interruption of pay.

Be prepared to provide to the MetLife representative, but not limited to, the following information:

· Your Name

· Social Security #

· Reach #

· Address

· 1^st Day of Absence

· Manager’s Name & Phone #

· The Name, Phone #, and fax # of the disabling doctor or doctors.

You can discuss with MetLife the signs and symptoms of the illness.

Diagnosis should only be given if determined by your disabling doctor.

The information that your doctors provide to MetLife must include the following:

· Signs, symptoms and diagnosis

· Objective clinical, which means your doctor explains why you are disabled based on his/her findings and not your complaints.

· Functionality, which means your doctor explains how your disability prohibits you from doing your job.

* REMEMBER you must call Metlife on your 1st day back from disability to advise them that you have returned to work.*

In the event, you are denied FMLA or disability please file an appeal and contact your local steward immediately.

FMLA Medical Certification Form

MET/LIFE forms

Attending Physician Statement & Authorization to disclose information

Authoization to disclose medical information

FMLA Absence Team

Call 1-866-897-8424 or email the FMLA Absence Team at ASKVZHR@verizon.hewitt.com

check your FMLA eligibiltiy (1250 hours worked rule)
check the number of calendar days that are still available to you out of the 60 days we are allowed

All email correspondance must include the following:

First Name

Last Name

VZID (Verizon ID)

FMLA Question(s)

*Allow 2 business days for a response

What are the differences between Disability Benefits - Short Term Disability (STD) or Long Term Disability (LTD), and leave entitlement under the Family/ Medical Leave Act (FMLA)?

What Is a Short Term Disability (STD) Benefit Plan?
A benefit plan that replaces a portion of income lost because of an injury or illness that prevents an employee from working. Benefits may continue for a certain length of time as specified by the particular plan. For example, 1 week, 13 weeks, 26 weeks, 52 weeks, or until Long Term Disability benefits become payable. Please reference your plan materials to determine how long your benefits may continue.

What Is a Long Term Disability (LTD) Benefit Plan?
A benefit plan that replaces a portion of income lost because of an injury or illness that lasts for an extended period of time and prevents an employee from working. Benefits may be paid following an elimination or waiting period and may continue to the maximum length of time specified by the plan; for example, until the employee reaches a certain age. Please reference your plan materials to determine how long your benefits may continue.

What Is the Family/Medical Leave Act (FMLA)?
FMLA stands for the Family/Medical Leave Act, a federal law enacted in 1993. Under the FMLA, eligible employees may take up to 12 weeks time off from work because of their own serious health condition to care for a spouse, child or parent who has a serious health condition, or to care for a newborn child, newly adopted child, or newly placed foster child. Leave may be taken in continuous spans of time or through intermittent or reduced-schedule leave, subject to certain exceptions and limitations. Please contact your employer to determine how FMLA is administered at your company.

YOUR WEINGARTEN RIGHTS:
IF YOU ARE CALLED INTO A MEETING BY ANY COMPANY MANAGER OR CORPORATE SECURITY, PLEASE TELL THEM...
If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I respectfully request that my Union Representative, Officer, or Steward be present at the meeting. Without representation, I choose not to answer any questions.

In 1975 the U.S. Supreme Court ruled, in the WEINGARTEN decision, that any employee is entitled to a union representative present during any interview which may result in his or her discipline. It is up to you to insist on union representation. If you fail to do so, you may waive your right.

DO THE FOLLOWING:

Ask your supervisor if you might be disciplined as a result of the interview, If he says "NO", ask for a written statement to that effect. If he gives you such a statement, you must participate in the interview, if not read him the WEINGARTEN rights, remain for the meeting, take notes, and afterwards immediately contact your union representative.
If he says you might be disciplined but will not allow you to have a union representative present, read him your WEINGARTEN rights, stay in the room, take notes, and do not respond to any questions. Afterwards, contact your union representative immediately. If he allows your union representative to be present, you should participate in the interview.

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