Public Sector Texas
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Okay, yes, that is the basic advice. If anyone has used a video, I'd appreciate a recommendation.
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First, do you always give that kind of notice even before FML ends? Have you had contact from the employee updating you on a change in the anticipated return to work date? We send out a letter after FML is exhausted if the employee has not indica…
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Thanks for all the responses. I must say we were tempted to require the form with the feeling that we would "open the floodgates" otherwise, but I, too, could not interpret that "requisite information from the employee" any other way than to say we…
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I consider her to still be on intermittent FML because she is only released to work 32 hours a week (her position is full time) for the next three months. For the record, we did give her a memo indicating that her supervisor and manager observed si…
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These are all very thoughtful responses - and I especially love the last one, from Mace(!). We have made a determination that we can't allow this officer to continue in a peace officer job. The risks are not only from the officer carrying pepper s…
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Here are my thoughts, as we have had a similar situation recently: - The more "peers" he has, the less likely he is a "key employee" - and you need to tell him he is if you think he is - If he took off because he "crashed," how old is the document…
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Thanks for your thoughts. We know that she is getting perilously close to stating that she can't do certain aspects of her job. She may be painting herself in a corner on that one. Does anyone know where in the ADA or regulations is the specific …
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Well, here's where we are: Met with supervisors and discussed every which way they might or could switch the shifts to accommodate this guy, and they convinced me it can't be done - the facility operates this way out of business necessity. The doct…
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The doctor's information on Employee No. 2 just came back, saying he can do his job with no night shifts, no 7 day workweeks, and then the following notation: "(Employee's)disorder can be severe risking damage to himself and work environment, if no…
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Thanks for the comments from all. We are, of course, seeking medical documentation to back up these requests. We are trying to at least consider the accommodation requests; both of these employees are productive and talented when able to perform. …
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If you are private sector, why not just say that your company observes the following "federal holidays": 3rd Thursday in November; December 25, January 1, July 4, etc.? To those you could add a handful of "personal days" to be taken at an employee…