timing
Irie
482 Posts
We currently have an employee on FMLA and short-term disability. His FMLA will run out on 11/12/09 and I sent him a letter advising him of this as well as the fact that he will not have job protection beyond that time.
Our short-term disability runs for 26 weeks however, after 12 weeks we do not guarantee job protection. His 12 weeks of disability will end on 11/20/09. Bottom line is: we do not want to bring this person back.
I have never had this situation before and don't quite know how to time everything. Should we wait until his doctor returns him to work to tell him he no longer has a position or should we inform him after his 12 weeks of FMLA and disability are up to tell him we do not want him back?
My thought is, if we tell him before his 12 weeks of disability are up his doctor will extend his disability and we'll have to continue paying this guy for the total of 26 weeks.
Thanks for your thoughts.
Our short-term disability runs for 26 weeks however, after 12 weeks we do not guarantee job protection. His 12 weeks of disability will end on 11/20/09. Bottom line is: we do not want to bring this person back.
I have never had this situation before and don't quite know how to time everything. Should we wait until his doctor returns him to work to tell him he no longer has a position or should we inform him after his 12 weeks of FMLA and disability are up to tell him we do not want him back?
My thought is, if we tell him before his 12 weeks of disability are up his doctor will extend his disability and we'll have to continue paying this guy for the total of 26 weeks.
Thanks for your thoughts.
Comments
I agree with Frank (did I just say that?!?!?!) a few more weeks of paying disability for someone is a small price to pay to not have an undesirable employee.
I agree with Frank (did I just say that?!?!?!)
[/quote]
[B]Don't worry... There's a lot of that going around.[/B]
Sorry. Just couldn't resist.