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HROne

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HROne
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  • Thanks mushroomHR. That's the way I understood it. As long as we do not dock the salary, we are OK. I appreciate your response. HrOne
    in On the dock of the pay Comment by HROne January 2006
  • Thanks for your reply. You brought out some very good points to consider. Our current policy refers to PTO "hours" and we do not distinguish between exempt and non-exempt. Appreciate the help!
    in On the dock of pay Comment by HROne January 2006
  • If she hasn't been out full two months, and the medical certification states the employee is unable to work 2 months due to a condition that qualifies as a serious health condition, then I think the only option you have is to send her for a second o…
    in FMLA Recertification Comment by HROne January 2006
  • I just wanted to add that you may want to reconsider offering light duty in any situation. It helps with FMLA cases because you can count the light duty as FMLA time for the current FMLA request. Also, light duty can be a reasonable accommodation …
    in Light Duty & Pregnancy (non FMLA) Comment by HROne February 2006