VS
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- VS
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Comments
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Where in PA did you find this potato salad??
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And just to increase your heart rate, get this. . . . Exxon has yet to pay one cent towards the oil spill in Alaska from over 12 years ago! How can they be making record profits and not have to pay that fine!
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Wow, what an event! Our Teammate Appreciation Day consists of lunch! You put us to shame. Another suggestion, since money is always an issue. Get one of those big plastic pretzel jugs from Sams/Wal-Mart, etc. and fill with little slips of paper …
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I'm hooked on the show. It was the best so far. I did not know that was Clay singing!!! I missed the announcement somewhere. I'm not good with performers' names, so when that kid got so excited, I wasn't sure what I was missing. Actually, I tho…
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Thanks Larry! I can sleep so much better now that I know that the "peeps" have not given up!!! Power to the Peeps!!
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HEY LARRY, HOW ABOUT AN UPDATE!
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I think it would be absolutely hysterical if someone did protest the name of the city. Using the Director's logic, how can he defend that one! It could be fun! I'm ready!
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On the Twelth Day of Christmas, my true love said to me "See ya"!
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In the summer, why do some restaurants tell me that they don't serve soup until fall/winter because it is too hot, yet they serve hot coffee!
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My commute is 49 miles one way! Ouch,ouch, ouch!!! I can't change that, but I sure am changing my impulse buying...25% off is no longer good enough! I want 30-35% or the money stays in my pocket (um, gas tank!).
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I find your policy quite interesting. Would you clarify the three absences. . . is that three in a year??? Thanks, VS
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Maybe instead of looking at a policy for Friday/Monday absences, you look at your number of sick days allowed policy. Just how many days do they get that this pattern ended up becoming an issue. With that said, I agree with the last two posters. …
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I hope letters aren't required. We termed over 200 illegals three years ago and did not provide a letter to any of them!!
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This letter of verification comes from the SSA office, therefore, I do not believe it would make sense to try to write something in your policy manual on how to deal with it. We received such a letter about two years ago. We abided by the instucti…
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>I haven't heard anything about it being >"illegal" to copy the SS card. Could be a >policy thing to protect against identity theft? >Who knows. I did hear that it is "illegal" to >accept a laminated SS card, though. If yo…
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And don't forget that if you are an Employment At-Will State, you don't need to give two weeks notice! Therefore, you need to take into account as you develop your policy.
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I would be curious just how much money is saved in the end. As soon as companies start saving, the insurance companies raise the rates due to increased operating costs, etc. Think back over the years with your Health Plans, where we used to have H…
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You can only count the FMLA time off towards his 12 weeks. No matter how much Medical Leave he used, he still is entitled to his 12 weeks of FMLA, as the previous poster also stated. We also have a Med. LOA policy and if not eligible for FMLA, emp…
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Thanks for answering for me Irie. That is exactly why we need the form. So, Larry, when the Med Cert is not clear because the doctor did not provide all the necessary info (reason to doubt), we have our doctor contact their doctor. However, I pic…
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I don't know either, but I keep mine forever, but for no less than 3 years. Never know if the info will be helpful in the various lawsuits that could emerge. Could help or harm the company, but we do a good job, so I tend to believe it would help …
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Actually, there is a section in the Regulations that state that the employer has the right to contact the individual to discuss such things as when one expects to return. You can even write your policy such that it states that the employee must con…
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Yes, she's eligible. Agree with everyone else.
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My guess is that the attorney was using the 2080 hours to define 12 months. There are 2080 hours in a year. But to previous posters' notes, an employee must work 1250 hours (1000 in Wisconsin and NJ and maybe others, which must be consecutive and …
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>I agree with all posts and definitely agree with >the difficulty of FMLA. Between it, salary >administration, benefits administration, OSHA, >staffing, and special employee events every >couple of months, FMLA is the single …
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Our policy does not allow for "light" duty, except for WC. Therefore, when an employee has work restrictions,pregnant or otherwise, we continue their FMLA or Medical Leave until it expires, then term if they cannot return to work with a full duty r…
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Agree with Neveradull. We also require Med Cert for all situations requiring/requesting FMLA. However, the Regs do state that if pregnant employee does not provide Med Cert, not much you can do about it. I ask, and I usually receive. If not, I l…
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With our policy, we would count less than 4 days (FMLA)to fall under our sick policy. At the fourth day, and FMLA eligible, we would then count under FMLA and count concurrently with sick days going forward. BUT, you knew there had to be a "BUT", i…
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You stated that the absence was three days. To be FMLA, one has to be out MORE than three consecutive days. I do not see these three days as FMLA qualifying.
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Agree with all. Additionally, have you sent FMLA paperwork. You know he was sick. He has been out more than three consecutive days. I would send paperwork certified return receipt as well. Don't know if it is concurrent with your WC, but you ne…