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Pat Dalton

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Pat Dalton
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  • We have had a "Limited Duty Program" since 1986 and it has been quite successful. Of course, in the spirit of Quality Improvement, we up-date it as rules change or regulations are added. It's too complicated to post here but will be glad to share …
    in Workman's Compensation- light duty Comment by Pat Dalton August 2001
  • We have a formal Limited Duty Policy (3 Phases) that has been successful since 1986. Phase I and II are related to Workers Comp and Phase III is for ADA cases that are not work related. I will be happy to share them with you. I would caution you …
    in Workman's Compensation- light duty Comment by Pat Dalton July 2001
  • I think the question is, whether the condition meets the criteria for protection under ADA because it is a correctable condition. The employee is simply choosing not to have the corrective surgery. My thought would be that IF she does not have legit…
    in Accomodating Employee Medical Restrictions Comment by Pat Dalton April 2001
  • Based on the description you gave of the situation, I assume this person has Cancer, which is a covered disability under ADA. According to EEO....if you have given a covered a Leave as a "reasonable accommodation" for a disability, you cannot hold …
    in ADA After FMLA Exhausted Comment by Pat Dalton August 2001
  • The first thing you need to do is find out whether the visits to the Dr. are even related to the "disability". It sounds a little odd that she would be taking medicine for a hearing loss on a regular basis and that it would need on-going adjustment…
    in ADA Accomidation Comment by Pat Dalton November 2001
  • We use a Fiscal Year (Not rolling). So an employee has 12 weeks between 10/01 and 09/30. Then potentially has another 12 weeks according to what we have just been told by a consultant (if they have worked 1250 hours in prior 12 months). This is…
    in FMLA/LOA Comment by Pat Dalton August 2002
  • We do have an Attendance Policy at our hospital. We do require employees to use benefit time during the FMLA (if it is for Employee Illness, they must use sick time and if it is for Family or Bonding, they must use Vacation). In our Policy Manual …
    in You don't understand - they don't want FMLA Comment by Pat Dalton July 2001
  • The first step is to ask the employees to obtain notes from their physicians stating the specific need. If your company has a nurse, she might also contact the physicians regarding flexibility (i.e. the hours you mentioned). Often physicians just …
    in Reduced hours due to pregnancy Comment by Pat Dalton July 2001
  • I think you have a right to ask the question each time the employee calls in-- "Is this absence related to your current FMLA?" If they say that it is each time, we (Occupational Health) would contact the physician for "clarification" regarding th…
    in FMLA abuse Comment by Pat Dalton May 2001
  • You would give this person FMLA if he/she is eligible. Generally, unless the employee is resistent to the drugs normally used to treat TB, the 12 week period is more than adequate to treat the person to the point that they are no longer communicabl…
    in communicable disease Comment by Pat Dalton July 2001
  • The Pre-Employment Physical can only be done after the offer of employment and before the person starts work. The first step to take (before the offer of employment) is to have the interviewer show the candidate a job description and more important…
    in Employment Physicals -what can you do with them? Comment by Pat Dalton November 2001