Worker with new baby that has disabilities
J9JC
91 Posts
One of our employees has the difficult situation where his newborn has many disabilities. We are trying to be as supportive as possible and know this is a very difficult time for him and his wife. The baby will need heart surgery by 6 months and many doctor appointments with specialist for the many differnt disabilities.
We are a small company, less than 20 employees, so FMLA is not mandated, and I admit to not looking into all the Califonia laws yet, but would imagine he is eligible for Paid Family Leave. I have given him the paperwork on that, however he seems very reluctant to pursue this avenue. Currently he is using sick time to go to the appointments, but at some point he is going to run out of paid time off, as far as pay through the company.
I have read that PFL can be intermitten, and am fine with that, however if any of you have advice on how I should documetn his time out of the office, how we should structure approval for leaves of absence and such , it would be very helpful.
For instance yesterday he had a 9:30 am appt, and called in and said he was not coming in at all for the day, because he figured after he got to work there would only be a few working hours left in the day. He is salary exempt. If I was documenting PFL time, would the whole day be PFL, is that his decision?
How do we balance being sensitive to his needs but also needing to get a job done? As many know small companies don't really have extra coverage and we expect him to be out quite a bit, so we would like some advice on how to be sensitve to thier needs, along with how we get a job done.
Thanks!!!
We are a small company, less than 20 employees, so FMLA is not mandated, and I admit to not looking into all the Califonia laws yet, but would imagine he is eligible for Paid Family Leave. I have given him the paperwork on that, however he seems very reluctant to pursue this avenue. Currently he is using sick time to go to the appointments, but at some point he is going to run out of paid time off, as far as pay through the company.
I have read that PFL can be intermitten, and am fine with that, however if any of you have advice on how I should documetn his time out of the office, how we should structure approval for leaves of absence and such , it would be very helpful.
For instance yesterday he had a 9:30 am appt, and called in and said he was not coming in at all for the day, because he figured after he got to work there would only be a few working hours left in the day. He is salary exempt. If I was documenting PFL time, would the whole day be PFL, is that his decision?
How do we balance being sensitive to his needs but also needing to get a job done? As many know small companies don't really have extra coverage and we expect him to be out quite a bit, so we would like some advice on how to be sensitve to thier needs, along with how we get a job done.
Thanks!!!
