dhildebrand

Comments

• Take a look at the EAP/COBRA issue below yours under dhildebrand, PA.

  in Cobra & EAP Comment by dhildebrand January 2003
• Good question! I work for an EAP and we are just realizing EAP can be covered under COBRA. Our program is sold on a per ee pr yr basis, therefore we can use that same cost. Ex: $20 per employee per year so the ee would be offered the COBRA rate of 2…

  in EAP & COBRA Comment by dhildebrand January 2003
• If performance is off then confront. The infection is not a protected illness - treat as if person said they have headache or cold. The hepititis is another story - the Dr's ok may be needed If behavior is suspecious or appears unfit and you have a …

  in Performance, Substance Abuse, Infection, Comment by dhildebrand April 2003
• Contact your Employee Assistance Program. They can guide and really help you.

  in ABSENTEEISM & TARDINESS---WHAT'RE MY OPTIONS Comment by dhildebrand April 2003
• I agree w/Leslie - make her a mandatory,or directed referral to EAP so EAP can give feedback w/release. Document the behaviors just as you did above - what you see and hear are very important and give you cause for confronting and referring to EAP.

  in uncivil emloyee - how to counsel/set standards Comment by dhildebrand April 2003
• With these workers there is no way to keep them apart at work. Still have not seen the order, but I like your idea of having ees report to HR that they have obtained a PFA order. This is preventive and proactive towards a situation which could arise…

  in Protection from Abuse Order Comment by dhildebrand January 2003
• Good idea. Have not seen the order, it would be nice if the work situation was spelled out - I have my doubts!

  in Protection from Abuse Order Comment by dhildebrand January 2003