AnneLa
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Perhaps you could contact your occupational health Doctor (if you have one). Get the employee to authorize your doc to talk to her doc. Be sure to provide a job description and the details of the accommodation you're wiling to make to both docs. …
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You seem to have experienced what I am going thru right now. We try to be as generous as possible, but things being what they are, folks will abuse and feel entitled to the universe. Your suggestions are valuable and I hope to be able to frim up o…
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Marc and Betty................ Thank you for the information. Currently, we have 200 employees and it seems that we have an extraordinary amount of FMLA for our size. We also term after FMLA leave, have Life and LTD continuation under a waiver of…
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Thank you all for the great info. I have decided to offer this employee a flex schedule so that she can obtain her daily treatments (as long as her physician will document this need). The clinic she attends runs in 2 shifts, from 7:00 am to 2:00 p…
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We require our employees to use all accrued sick and vacation time when out on FMLA.
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UPDATE: the employee called HR at 5:30 last night - she thought we weren't here. When we answered, she didn't say a word - we knew it was her becasue we've dialed her number so many times. We redialed the number and left a message to say that thi…
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We use calendar cards.........I know, cave man manual system, but it works for us.
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We also require that the employee work the day before and the day after the Holiday in order to be paid for it.
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We usually do performance appraisals every October 1st and there is always someone out on FMLA or LOA. To keep the process simple, we will have them reviewed when they return, no need to have the employee come in during their leave.
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Our policy states that an employee who is on a day(s) off, on vacation, worker's comp, sick time, or LOA (paid or unpaid) is not eligible for funeral pay. This works for us.
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I would send another notice - but this time send it 2 ways, certified and by first class mail. If the notice sent by regular mail doen't come back to you, you can assume the employee recieved it. In the letter, I would state that if the employee d…
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If you have Personal time as a benefit, perhaps he could use that time for doctors visits.
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Also, be sure to check your state regulations regarding FMLA and 'Key" employees. Some states do not allow for this provision.
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Rhode Island also recognizes parents-in-law for FMLA purposes.
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Remember that some states have specific laws that go above and beyond the Federal mandates. RI is one of them. We are forced to recognize in-laws.......
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We grant an additioanl 6 months after FMLA has expired. This is only for an employee and the serious illness must be recertified.
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In #4, I'd also define HR related field. Management, Accounting, etc...
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We use proof of mailing for COBRA and FMLA and other assorted goodies that we must send to our employees.
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[font size="1" color="#FF0000"]LAST EDITED ON 04-27-05 AT 03:25PM (CST)[/font][br][br]We also have an internal application to apply for positions posted in-house........
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Although we do not participate in this event at my current employer (THANK GOODNESS!!!) I have in the past. The sponsors of "TYCTWD" offer a kit which has a permission slip form in it. By having the student get it signed off, the teacher will know…
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We have a 'Sunshine Club" in which employees contriute .25 per week. The organization also funds the Club with a $2000 donation every year. Employees who are part of the Club receive similar gifts in the amount of $50.00 or so. Employees who are …
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I do remember that story, but I've disccarded the article.
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Thanks for you advise - I'll certainly post when and IF he/she makes an appearance. But Don, what is a punchinello? I've never heard of the term and I'm a bit hesitant to ask.....
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We do have a specific policy that is distinguished by gender. Just wondering if this is a protected activity with regard to discrimination.
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You could also provide written materials instead of an interpreter. Try calling your local Association for the Deaf. I'm sure that they will have pleanty of suggestions for you as well as being a resource for securing an interpreter.
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If you had already promised a bonus and the employe was eligible at closeout time, then she should be paid what she earned. Her termination date (unless for gross misconduct) is insignificant. If she earned it, it is hers.
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EVP/COO.............
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I feel that the real problem is with the original post...... this is an employers forum and as such, we should ignore all posts that clearly identify themselves as stemming directly from an employee and their issues (real or imagined) with HR. IMHO…
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Hatchet, What would we do without you!!!!!!!!!
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One last thing.............. seeing as how it is a "small company" and if you have employee files, take the time and review each file. Become familiar with who is always in the corrective action proces, on FLMA, on WC, etc. This might help get some…