2445428
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Good one Don D! I don't believe it for a minute either.
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Helena, Could you please send me a sample of your benefit statement too. My fax number is 337-291-6382. Please put to my attention. Missy
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Abby, We have 2 types of leave: Personal Leave and Vacation. Personal leave can be taken for EE or family illness, emergency, or simply to take care of personal business. Vacation is just that.....vacation. Prior to 10 years ago, we had sick leav…
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I've been using certificates for about 5 years now. They are At-A-Girl and At-A-Guy certificates that I created in WORD. An employee receives one if we receive a letter or phone call from the public praising that employee, or if the supervisor send…
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Rockie We have had AFLAC as a supplemental insurance for at least 15 years. We've also had the same AFLAC rep and have been satisfied. He does come by unannounced at times and speaks to the employees covered to see if they have any questions or c…
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OOPS! ..."must be given..."
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Rita, Thanks for your help. Do you have the link for the designation notice that must be give to the employee? The designation notice informs them that the leave is FMLA or is not FMLA qualified.
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Thanks Nae! I found the designation notice. That's the only one I could not locate.
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Can anyone send me a link for the new FMLA forms? i.e. Notice, Rights and Responsibilities, Dr's certification. Thanks!
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I added the military FMLA to the existing FMLA policy in our employee handbook. It reads, "An eligible employee who is the spouse, son, daughter, parent or next of kin of a covered service member shall be entitled to a total of 26 workweeks of leav…
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What happens if you gave the EE the medical certification to give to their doctor, but have not rec'd the certification back? Can the employer mail the medical certification directly to the doctor?
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Bereavement leave is not charged to FMLA. On the matter of letting them know how much FMLA they have remaining, I think letting them know is the right thing to do. Golden Rule!
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Get the Dr. to fill out the medical certificate. If he wants her out of work for 3 or more consequetive days and if she is on medication, which I'm sure she is, then count it as FMLA. Why sweat the small stuff?
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Our policy is similar to Marc's. FMLA is run concurrent with any Paid Time Off accrued by the employee. As long as the Paid Time Off bank is not depleted and the employee is getting paid, then the employee will continue to accrue vacation leave, b…
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Tish, I couldn't agree with you more. Takes the monkey off your back.
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Please e-mail me a sample copy of letter on FMLA as well. e-mail addy is [email]mahebert@lpclerk.com[/email]
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We have direct deposit but not all employees participate in it and we cannot make it mandatory that they do. In the event EE is absent and we can't give them their paycheck, it is placed in a safe in the Accounting Department. We have 3 personnel …
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Some ee's just like to whine. Sometimes it is a matter of the "green eyed monster" mentality. Explain to the whiner the responsibilities and requirements that come along with an exempt position. Then if they continue to whine, tell them not to le…
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Any display of romantic overtures should not be going on in the workplace, and you should have a policy against this. If 2 ee's are dating, no one should know that they are by observing them, only if they told them. If you don't have an anti-hara…
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Someone could claim that they did not even get the opportunity to internview because of their picture. I would not request or require a photo until after post job offer. How can you maintain the applicant's reliability to supply the photo after th…
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I have been using Knowledge Point Performance Now and Knowledge Point Job Descriptions for the past 6 years and absolutely love it both of them. I paid $150.00 a piece for them back then. The product is easy to install, set up, and use. In the …
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What's the use of hiring someone to work for you if they don't show up for work? I would be reluctant to hire them if I knew their attendance at previous jobs was not good.
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We wear uniforms 4 out of 5 days. We have casual Fridays as well, and have had to send people home because of inappropriate attire. Not very often, I might add, but it has made a statement to everyone. If you have to think whether or not something…
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Yes. Younger workers have a very relaxed attitude about attendance. I'm not sure what the cause(s) are, but it's frustrating, to say the least. Expecially frustrating for those who the workload falls on. It has been my experience, that a formal…
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"policy or practice" If it is your "practice" to not pay unless pto is available, then that is your practice and I would think you are safe to dock whole day from exempt ee out of pto. However, I would put my "practice" in writing and have a "pol…
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Same here. We pay for the rest of the day that accident occurred, and after that, the employee uses their leave bank. If no leave in leave bank, employee is without pay. We run concurrent with FMLA.
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Follow your dress policy. If you are not going to stick to your dress policy, then don't have one.
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Our local college allows us to post jobs on their website. (no charge) We get many applicants through this venue. Many have turned out to be just the right fit.
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I would have them use leave from their leave bank. If they have no leave in their leave bank and are non-exempt, then they would be without pay for the time missed.
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We have 15 paid holidays a year.