Deldra
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- Deldra
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Thank you Cally! I reviewed the opinion letter and the regulations but they do not not answer my question which is: If after the doctor's review he states she does need to be off on Fridays/Mondays, but may need to be off occassionally, how do I h…
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TXHRGuy: Thanks for your response!!! I know I seem really cynical. I'm really not trying to be but looking at her pattern of absences, I can’t help it! She is on IFMLA for tendonitis. We modified her job duties so she does not do a regular CN…
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Good point but Friday isn't always her "fifth day!" There have been times she is off on Wednesday and Thurday and still calls out on Friday citing FMLA!!! It's clear to me and her supervisor that she is abusing the system. If I speak to the docto…
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Thank you for responding. My intent is to prevent the abuse of calling out before and after the holiday. If the day has already been planned or otherwise excused (ex. jury duty), no problem.
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Thank you all for responding and I definitely understand about the burden of proof! The main reason we have them stay on the premises or on the "campus" is because there is no place to eat within 10-15 minutes of our location. They can eat in our …
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The job is exempt. For whatever reason, the Director of Nursing has allowed supervisors to work on a part time basis so I can not schedule them all of the same number of hours. (FT is 37.5 - 40 hours per week). It appears that it would be best t…
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Thank you!!! I'm 99.5% sure the supervisors have been classified correctly because of the nature of their work so . . . if our part time supervisors are scheduled for 36 hours during a week and work 38 hours, because they are exempt, they should be…