Irie
About
- Username
- Irie
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
editorial: Thank you for your reply. I know all of the things you stated about obtaining certification. But if the employee brings back a recertification that states the employee should be absent one time per month yet the employee continues to c…
-
I use pretty much the same narrative each year. The employee activity I keep track of in Access and use Excel to prepare the numbers. We use an outside firm to do the Availability Analysis.
-
In a perfect world the doctors would complete the certifications properly by giving all the requested information rather than saying "cannot determine"; and they would also address your request when you provide copies of the employee's attendance re…
-
PM me with your e-mail address and I'll send you copies of what I use.
-
I have one. "Employment in Ohio - A Guide to Employment Laws, Regulations, and Practices". I get it through LexisNexis: [url]www.lexis.com[/url] Once a year they send updates. It's a good reference book.
-
I disagree. There is also psychological comfort for the person in the hospital. I would require a certification from the family member's doctor and allow the FMLA if the certification warrants.
-
No Ohio statute requires employers to provide paid vacation benefits to employees. However, if an employee becomes eligible for vacation pay under an agreement or under company policy, failure to pay the employee for vacation time may be treated as…
-
I require a certification even if the employee has returned to work, unless the documentation they give me when they return has enough information on it for me to determine that their absence does qualify for FMLA. A note simply stating the employe…
-
She was given all the information and I told her as well that she only gets 12 weeks. We have another pregnant employee who has used most of her FMLA too and won't have much time left when the baby comes.
-
I was sick for nine months and not just in the morning so I understand being sick. Our exerpience with this employee gives me reason to be suspicious of her absences and how easy it is to abuse FMLA.
-
Allowing for doctor appointments, chemo, and even the day after would be reasonable. He won't even request time off for appointments scheduled in advance. I'm sure people know when they have chemo treatments and doctor appointments. They usually …
-
You report when your plan changes for the upcoming plan year. For example: our plan year runs 4/1/10 through 3/31/11. On 4/1/10 I reported for the plan year 4/1/10 through 3/31/11.
-
Are you waiting for the drug screen to see if the employee is fit for duty after attending substance abuse rehab? We put employees on FMLA to attend substance abuse evaluation. They are on FMLA until they go for a drug screen which determines whet…
-
Thanks for your reply. It could have been faxed but she chose to leave early. I don't ask questions anymore. I'm so tired of the FMLA abuse I could spit! Caseworkers tell people they're working too many hours to qualify for their welfare entitle…
-
Thanks for the reply. This employee has intermittent leave for her child's health conditions (2). In the past month the employee has worked a total of five full days with the FMLA absences as either days off, arriving late, or leaving early. Need…
-
We have about 250 employees and I've used JJKeller's FMLA Manager software for years and like it a lot. It's very affordable too. I only use it for tracking purposes although it has quite a lot of other capabilities that I don't really need. The …
-
Isn't attendance an essential function of the job and does not have to be accommodated under the ADA if the employee can't come to work?
-
[QUOTE=Sharon McKnight SPHR;718644]As far as I know, the only non-English language requirement has to do with the FMLA poster which requires employers with a workforce that is not proficient in English to provide the notice in the language the non-E…
-
Our 14 day clock would begin 12/31 when coverage ends.
-
[QUOTE=joannie;718595]What a nightmare. Can anyone tell me how thinking in Washington has become so convoluted? [/QUOTE] They don't care because they aren't the ones who have to administer this stuff. Look at FMLA. If the bureaucrats had to dea…
-
If it's approved intermittent FMLA I can't ask for documentation, or can I if she claims to be going to the hospital and not just staying home to take care of the child? FMLA just sucks the life out of me...
-
We will be closed 12/23/10 (Thursday in observance of Christmas Eve) and 12/24/10 (Friday in observance of Christmas Day). The same goes for the following week and New Year's Eve and New Year's Day. We always try to switch the days around to give …
-
I like that wording "burdensome to the company". Thank you.
-
I have a similar situation with an employee who has FMLA for her daughter. She occasionally comes in late by a few minutes and says it's because she was at the hospital with her daughter. Is there any way to stop this from happening?
-
We allow radios but no iPods or MP3s, and no ear buds.
-
It is the employee's responsibility to have the certification completed. It is also their responsibility to pay the fee if the doctor charges.
-
She's a good employee so we don't want to lose her. However, we went through this last year although it wasn't as bad as this year. She is off work for now so hopefully she's getting the help she needs. Her husband told me she's in the hospital.
-
Could that be one of the reasons why the state of California is broke?
-
Advocates of this type of leave tout the fact that employees can't take time off if they are sick and are forced to come to work for fear of losing their job. While I sympathize with employees who have no sick time and have no problem with sick tim…