FMLA question?

Auxy · Wednesday at 8:51 PM

Ok, so I'm an aux carrier on a 6-0 (evaluated at 5 hours) and have been dealing with some foot issues, particularly plantar fasciitis and achilles tendonitis for the last year. My doctor put me on an 8-hour maximum work day restriction. I was initially going through DRAC to get an accommodation at the suggestion of my PM, but was recently told that it may not be approved since the foot issues are not the result of an on-job injury.
Most days I can run my Aux with not much issue, and even help out on another route for a couple hours (my PM has been very accommodating), but with being an RCA and all, and having the potential to be required to work up to 12 hours in a day, I talked with my Union rep and he recommended I file for FMLA since I may not get approved by DRAC.
He also said that I would be protected from any disciplinary action from management if I couldn't work up to the 12 hours in a day, if I have FMLA. He gave for example, that say I complete my 5 hour aux at my home office, and then I'm sent to help at another office, and I'm only able to complete 4 hours there due to my issues with my feet, then I could bring the remaining mail/packages back to that office, and the remaining 3 hours that I wasn't able to complete would be covered under FMLA.
Is this how FMLA works? Anyhow, just trying to get some info from the community, or anyone who's dealt with this before I start the process.
Thanks

oi veh. · 2026-10-22T07:12:27-0500

i would suggest you contact HR.

in order to be eligible for FMLA, you have to work 1250 hours per year.

Old Fart · 2026-10-22T18:23:40-0500

Auxy said:
Ok, so I'm an aux carrier on a 6-0 (evaluated at 5 hours) and have been dealing with some foot issues, particularly plantar fasciitis and achilles tendonitis for the last year. My doctor put me on an 8-hour maximum work day restriction. I was initially going through DRAC to get an accommodation at the suggestion of my PM, but was recently told that it may not be approved since the foot issues are not the result of an on-job injury.
Most days I can run my Aux with not much issue, and even help out on another route for a couple hours (my PM has been very accommodating), but with being an RCA and all, and having the potential to be required to work up to 12 hours in a day, I talked with my Union rep and he recommended I file for FMLA since I may not get approved by DRAC.
He also said that I would be protected from any disciplinary action from management if I couldn't work up to the 12 hours in a day, if I have FMLA. He gave for example, that say I complete my 5 hour aux at my home office, and then I'm sent to help at another office, and I'm only able to complete 4 hours there due to my issues with my feet, then I could bring the remaining mail/packages back to that office, and the remaining 3 hours that I wasn't able to complete would be covered under FMLA.
Is this how FMLA works? Anyhow, just trying to get some info from the community, or anyone who's dealt with this before I start the process.
Thanks

FMLA is awesome protection for a carrier who has an injury and is still able to work to some degree. Use the NALC form (go to their website, pulldown menu, print it. It's only one page where the one the post office uses is about 9. It's approved for use, I've helped several using that form get approved) Your doctor fills out most of the form, indicating your restrictions, and how often they can be utilized. Submit your forms to HRSSC (keep copies, they lose things) so they can approve or reject. Don't be surprised if they reject your application with further requirements from your doctor, that's not unusual. Comply with their requests and resubmit if needed. Note the time frames of about two weeks so you have to act quickly or you need to start all over as your application time has expired.

Let me know if you have specific questions I can assist you with. You can also call the Department of Labor in your area, a Federal Agency but with local offices, and they can answer questions as well. This is a federal program not just a post office one, so the law applies to all employees and employers.