kmaries
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We do payout the employees at their normal rate of pay.
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We do not have a policy for salary continuation. Which I am sure that I will now be asked to write, but salary continuation is for a very small group of our total employees. Only our physicians, directors, VPs and Mid-level Providers are qualified…
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This gets even worse - We fund the salary continuation ourselves thru our own payroll department
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We do not require that they use PTO, but we allow employees to elect 8 hours of PTO per week off for leave. If they elect to do that, the employee will continue to accrue PTO thru out. We have a lot of long term employees that accrue close to a …
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The employee did apply for A Reasonable Accomodation for no-call, rounds, and short surgical assists. Her diagnosis is Plantar Fasciitis which I understand as being plantar warts? As I understand, a diagnosis is considered a disability if it limit…
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Thank you for the post - I have checked it out and haven't been able to find any other connection between the employee and our physician. What I did gather from the employee is that she is doing less stressful work and that the environment is par…
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The physician is our employee, but he put her out of work as her private physician. He may not even know that she works for us because they are not from the same clinic.
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Cear as mud - exactly my thoughts! I thought that the two laws would give her at most 18 weeks off if she delivered on the date she exhausts federal. However, I wanted to make sure that I was looking at it correctly. In all actuality, I doubt she…
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Typically, if an employee has exhausted their FMLA & WFMLA, we would consider termination with direction from our attorney. However, those have been employees with long term, permanent conditions that may not have an expected date to return.
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She may be. I have not seen the paperwork yet or even had a conversation with her about the leave yet. I work for a Healthcare Organization of 3000 employees which includes an HMO, corporate office, and many, many clinics and hospitals throughout …
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I have not ever requested a second opinion in the past. More so because we are a health care organization and when I ask for a second opinion it looks as though I do not trust the judgement of our own physicians. So it can get sticky and believe m…
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[font size="1" color="#FF0000"]LAST EDITED ON 02-04-04 AT 02:26PM (CST)[/font][br][br]This employee has had surgery on her shoulder for the last 4 years. Each year she elects to schedule her surgery over June, July and August. The surgery is not c…
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Thanks everyone! The company I work for has 100 open intermittent leaves right now! It has become a full time job to track these things because unfortunately about half of them are abusers! I actually decided to grant the absence because she prov…
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The only reason that we are questioning is that we are having so many complaints from other employees regarding her absences. I have been investigating and have probably denied 3 absences in the last month b/c they were not FMLA eligible. Of cours…
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Thanks so much for all your help! That is what I thought, but one of our other specialists went to a seminar and is insisting that the two can not run concurrently. I appreciate your help!