› ›

mmurnahan

About

Username
mmurnahan
Joined
Visits
0
Last Active
Roles
Guest, Member

Comments

  • We are a Healthcare facility in FL with 1300 employees non-profit Our policy is "up to 3 days for immediate family defined as spouse, children, parents siblings, grandparents and grandchildren as well as the parents children, siblings grandparents …
    in Bereavement Leave Comment by mmurnahan June 2003
  • The employees problem is that she wants to go straight to training at 9:00 to the off site location, and her time be adjusted to be on the clock at 8:00 since that is her normal schedule work. I don't agree becuase I have a problem paying someone f…
    in training Comment by mmurnahan August 2003
  • We are a healthcare facility with about 1200 employees in about 30 different locations. We have used Kronos for timekeeping for several years, and ADP for payroll processing. Our financials are using Lawson. Our HR system was PC based and was OK …
    in HRIS Systems Comment by mmurnahan July 2003
  • We just got a notice of a Wage and Hour audit at one of our satelite clinic locations. This is our first, and everyone is very nervous about it.
    in Wage and Hour Audit Comment by mmurnahan April 2003
  • This is a great thing to do. We did this last year. AFLAC did it as a "free" service. We allow AFLAC to offer certain benefits to our employees on a voluntary basis. As as part of their "excellent" service they provide this function. WE give th…
    in Hidden Paychecks Comment by mmurnahan July 2003
  • Our organization has chosen to not include over the counter meds. I've already heard from some of the employees about this. But I was told it was a company decision whether to include or not. We thought it would be too much of a headache
    in FSAs and over the counter medications Comment by mmurnahan October 2003
  • Thanks to everyone. You are correct. The question related to a person wanting to switch "plans" not level of coverage. I appreciate the feedback. Thanks.
    in life style change? Comment by mmurnahan July 2003
  • If an employee is within 30 days of their FMLA eligibility, we error on the side of the employee and always grant the leave as if they were eligible. Outslide of 30 days, it would determine if they had 30 days vacation/sick days to get them to the …
    in FMLA Eligibility Comment by mmurnahan July 2003
  • Thanks... So we don't have to offer her the FMLA, or we offer her FMLA and proceed with the job posting. And do you have anywhere that I can reference this. We some management members that feel FMLA is not applicable and some who feel it is. And …
    in fmla - resignation Comment by mmurnahan August 2003
  • I agree. We are a healthcare facility, and sometimes our docs are slow at completing the patient's paperwork. Some docs even charge a fee per page to complete. I usually send the employee a letter and give them a date (month, day, year) that the …
    in Not Returning Paperwork Comment by mmurnahan July 2003
  • If the physician indicates the employee can not work, then it should be FMLA. I recently had an employee who used FMLA for this. I've heard the recovery time is different than a child's tonsillectomy. I wouldn't question it.
    in FMLA for Tonsillitis Surgery? Comment by mmurnahan July 2003
  • We had an employee out on FMLA and went to Europe!! The employees in the department (which was understaffed and overworked) were very upset about it. But there really nothing that can be done. This may have been a cruise that was booked long befo…
    in fmla abuse Comment by mmurnahan July 2003
  • I agree that the follow up visits should be considered as FMLA. We classify them as intermittent FMLA if they will be on going. And require updated statements. Under intermittent they still have to schedule their appointmesnt so that it does not …
    in Follow-up visits? Comment by mmurnahan June 2003
  • When I send the employee the letter of approval/notice of FMLA leave. I tell them they must present a physician release to return to work, and go to our employee health to receive a work clearance. If they do not, they can not come back. This is t…
    in Fitness for Duty Comment by mmurnahan June 2003
  • thanks for the feedback. I agree with you, but I can't get my director to agree. She insist that intermittent FMLA can not be made up under no circumstances. And if they do make the time up, the hours still count toward the FMLA hours. So we hav…
    in intermittent FMLA Comment by mmurnahan June 2003
  • My understanding is, the employee still has to comply with the company policy --- to notify employer. the way our company covers ourselves is, to send the employe at letter as soon as we are aware of a FMLA need telling them of the rules and the co…
    in Require Dr.'s Cert? Comment by mmurnahan June 2003
  • We have a similiar policy. For an exempt person, if they work 4 hours and leave work for personal reasons or illness then they are paid the entire day. But if they are on intermittent FMLA, any time away is coded as FMLA time and under our FMLA po…
    in Exempt employees and intermitent leave Comment by mmurnahan April 2003
  • Our organization has 1200 employees at multi-sites (28 different medical clincis). We have the following HR makeu 1- director reports directly to CEO 1 - Benefits Specialist 1 - Employment Specialist 1 - Employee Relations Specialist 1 - Organizat…
    in HR DEPARTMENT STAFFING LEVELS Comment by mmurnahan July 2003
  • Yes. Our organization believes they are a must. We recently updated ours to reflect the company policies, and practices. we require each new employee (on their first day) to sign a receipt that they received the handbook. The signed acknowledge…
    in Employee Handbooks - Yes or No Comment by mmurnahan July 2003
  • I feel your frustration. I handle benefits for our organization. We are a HR office with 3 managers and each manager has a support staff. My support person expressed an interest to grow within the HR profession and I have encouraged her to learn …
    in HR too nice. Comment by mmurnahan July 2003
  • We have tried several things in the past 3 years. First we went to a 3-tired RX plan with a formulary (that really made very happp!!!) The next year we went to a 4-tired RX plan $10, 20, 40, 100, the co-payment is driven by the cost of the RX (this…
    in Insurance Poll--New--How are you Reducing Costs Comment by mmurnahan July 2003
  • We are a healthcare and medical billing facility in Florida with approximately 1200 employees. We have had a LOT of problems with capri pants. We had to come out and say all slacks/pants MUST be at least ankle lengh. Most employees would dress pr…
    in capri pants Comment by mmurnahan July 2003