Eliant
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I concurr with the others. Your policy does not apply in CA. Here you must pay for everything. You don't want the labor department knocking at your door. Eliant
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I'm in the same process. I have found a couple of things. These are [email]info@eepulse.com[/email] and a good article on this is HR.com. Another is Right Management Consultants, [email]Ron.Wiggins@right.com[/email]. If anyone else has additional i…
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I'm in CA. Do not give up. Never.... Yes, it's hard to keep tabs on someone that is no longer eployed for you. And, yes, the termination should be considered for no call no show. The doctor knew, he knew but, you did not know that the reason he was …
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This does not work. Are you kidding. Were is the incentive for someone who is out on work comp to come back to work.
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Having worked in the healthcare industry for many years, I can tell you that wether it's privare or W/C, doctors are notorious for this kind of stuff. If they do not have an office staff that is on the ball, by the time he remembers all the patients…
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Having dealth with similar situations and being in California, I have to cite with Don. Get your W/C carrier involved, find out based on the last injury what was the final disposition. Things to look for, was she P&S with no restricitons? or wit…
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I say NO. However I ask? It was a voluntary activity? Was he helping with any of the picnic activities or participating in the activities? You need to provide more specific information. I still think NO. ( I would call the W/C carrier) If he would…
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I'm in California, I say to you NO!!! you do not have to take him back. However, I will suggest that even though you no longer use that carrier you should continue to monitor the claim. As for the Job description, I agree with Don, the carrier is ju…
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unfortunately I'm not able to share this info. However, I will share with you the following. First determine the status of the case, why $100K? is he/she legally represented? get your W/C counsel to work on this if this peron is represented. If not,…
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I will agree, if you're an unionized employer foloow the agreement. Otherwise, look at your policy and be sonsistent for everyone regardless of why they are out. However, it has been my experience that the best thing to do in these cases is run wor…
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Not much to this type of policy. All injuries, accidents, or incidents must reported to the employee's supervisor immediately. If immediate supervisor is not available then this must be reported to the Safety/HR manager. Failure to comply with this …
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I agree with Don and Balloonman. Look up your particular state requirements. But, here in California I have terminated employees on work comp. Once they have been rated, Qualified Injured Worker or P&S, that's it, over and out. Eliant
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My current employer was a real big believer of back belts. Someone at corporate came up with BBS (Behaviror Based Safety.)Decided to eliminate back belts and made it optional. This is what happened: Because we did not put a transitional program in p…
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i concurr with my colleagues. However, what came first. Did he get hurt on the job, creating TTD and then filed for state disability? I would most definetely contact the W/C carrier and notify them of this situation.
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The safest way to handle this situation is: Place them on FMLA, and once that has experied, notify with COBRA. You can't go wrong. Eliant
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It's not like he had never seen the child or that he just found out he had fathered a child. In that case probably FMLA might be a qualifying event (emphasis on might) Yes, common sense tells you that if he just got full custody of a child regardles…
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I agree with Don in one part, go over this situation with your labor law attorney. But, as for IF self insured? incurring additioanl medical expenses. Who pays for women with no insurance having a baby? wether undocumented or not to work in this cou…
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I have to concurr, with Theresa. First verify with your state FMLA law. If you have an open position in a different shift or diffrent department, you must give consideration to how does your company go about filling these positions. She could be a p…
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I have a case 1)FMLA as of 8/13/02 end of leave 11/4/02 2)Extended leave under PDL (ran concurrent) until 12/13/02 3)Still out (unable to label this leave) Expected delivery date 3/3/03. 4)Will extend leave under CFRA Confused yet, I know I am.
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Thanks for your imput.
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Yes, there is a no smoking in the workplace law. But, they are talking about not allowing employees to smoke at all on company premises, even during their break in the current "designated smoking area". They mean no tobacco of any kind, period. And,…
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Dear Caey, As for the money he has used for personal reasons through the company credit card. Do you have clear guidelines that state the purpose and intent of this card, and what that consequences are if this is violated? But, even if this is not i…
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If it's a phone call... All I will verify is dates, position and salary. I always ask if they have a signed released. If they do I have them fax it or send it then I will provide a bit more detail. Being in HR as long as I have, living in CA, yes I'…
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What about a suspension with no pay of this sort: Employee violates a direct order from Director of operations to keep a project he is working on under secrecy. However, the cat is out of the bag because of a comment he made with another employee. T…
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Dear Claudia, I'm in California as well. We hae a PTO policy that we implemented two years ago. Our employees had no sick time available as a benefit, however they had their B-day and a couple of floating holidays. We decided that if the employees h…
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We do not charge employees' for this request. I do explain upfront that I will try my best. However, i only work on these request once per week. So Iset the expetatio up front. (I have received calls from spouses etc, asking why so long, I have stat…
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Le see now, How important is it to know that she was 50 yers of age? and that she had a disciplinary action given to her back in June? Do you treat employees different because of their age? I agree that circumstances appear to be: Employee was taki…
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I agree, this should be done by an IE. If you do not have unemployed IE's, I suggest an intern from the local university. Good Luck
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I'm in California, We can't force our employes for direct deposit. However we have come up with the e-card. It's like an ATM card. They can go to any bank and withdraw their money, or they can use it at grocery stores, gas stations etc. This has wor…