Caroliso
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- Caroliso
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We are slightly larger -- 150 employees, 110 or so of whom are on Tufts HMO and PPO. We got hit with an astounding 27% increase, were able to negotiate down (by bringing in Pres) to a bargain basement 23%. Ouch! Dental went up 14%. We just could…
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Thanks to all for the excellent advice. You turn out to be exactly right. The employee could and did name a charity, and the insurer did require 100% participation so we had to come up with some solution. My assistant talked with her initially an…
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Thanks, everybody. This was very helpful. Carol
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Thanks, Roberta and Carol, for your responses. What you each suggested is what I in fact did -- accepted the doctor's note for the first two days out and changed vacation to sick; kept the rest as vacation. It's good to know that we aren't being c…
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>Carolyn, > >>I have a book called "Quick Reference to ERISA Compliance" which I >can't live without. There is a whole chapter on SARs, and an >IRS-approved example of a SAR is included. I highly recommend it. > >Hope…
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Thanks for this link. It gave me some helpful anecdotal experience, and some other ideas (paying for health insurance, like some of the states mentioned).
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Thanks, Kimberly. To be safe I've contacted the manager. She had already spoken with the employee who'd said he wasn't sure he wanted to take classes, but we will make sure if he doesn't he is clear that it's his choice.
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One more question: The EE was granted a part-time schedule earlier this year to attend classes. There was no documentation indicating a review of this arrangement mid-year, although the supervisor seems to recall the words "we'll see how it goes.…
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Thanks, David. The EE was really targeting his department of five or six people, not the entire company. This probably belongs in a new thread, but we have not had to issue such a policy so far in the organization. Self-policing and peer pressure …
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Irie, I was with you until your statement about the 12 month period going forward method allowing "stacking." If someone takes twelves weeks beginning Sept. 1, 2006, under the rolling forward year, isn't it true that they are not eligible for anoth…
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Vphr, does that mean you company is now on the hook for the claim, or does it revert to whomever was paying when he ws made the offer? Either way, that is screwy.
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Congrats, Paul. One for the good guys! I had a guy leave voluntarily to go to school. Was I surprised to receive his UC request! We were granted a hearing to protest and I was even more surprised when he asked to bum a ride to the hearing with me…
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I keep coming back to the issue of allowing use of vacation time for FMLA. Some of my supervisors would rather have more time taken, but in a planful way that requires approval and permits denial if the timing is bad (vacation). The alternative fo…
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I agree with you both. I wish I could convince our people of the wisdom of this, although I must confess I've just floated some balloons, not launched a full fledged campaign. The biggest objection is that the result would be less than the sum of i…
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I understand your reasoning. I think my supervisor would not deny the vacation that was pre-approved, as that's what she requires (advance notice). And I certainly wouldn't let her if I was in on the discussioon, for the very reason you indicated.…
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> >Employees don't understand it, supervisors don't >want to accept it, and I hate it. It seems that >it is the one subject where I am a broken >record--constantly explaining it to employees, >and constanting explaining t…
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NeedCoffee, I feel your pain. It is not you. It is FMLA. You only need to look at the multiple posts under my name for encouragement that you're not the only one wrestling with the ins and outs of this thing. I agree with the others, if he is eli…
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>Good luck! Thanks. Yes, Jmcaa, performance issues are well documented but as you can imagine discussing them is difficult when she's dealing with this issue. We are clear it has to be done, however. I am thinking seriously about switching t…
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Nae, your first sentence says it all, I fear. But you've raised an excellent point, I will have our benefits manager coach her about using the EAP because I think she's doing this on her own. Of course now the time tracking fun starts. She alread…
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>You stated that the absence was three days. To >be FMLA, one has to be out MORE than three >consecutive days. I do not see these three days >as FMLA qualifying. I have a question about the 3 consecutive day minimum rule, as I…
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On hold, Marc, thanks for asking. The employee's medical practitioner is on vacation until mid-August and she will bring me documentation then. Then starts my end of it -- is it an ADA illness that merits consideration for accommodation? Is this …
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The drama continues. The employee claims that she is getting the dog certified and will present me with papers that we will have to comply with. While she says this is an ADA issue, she absolutely refuses to have a conversation about what the disa…
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Well, it began because we have no written policy. The person was told and I thought she was going to start working at home. She travels a lot so I couldn't really tell and hadn't heart anything. The landlord has a written policy which I repeat when…
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>Just curious, what kind of workplace are we >talking about? Paul, we're an educational consulting firm.
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Thanks. I have considered the rolling year methodology but the tracking aspect as I understand it is pretty complicated and I'm not sure it's worth the time spent tracking each leave given our resources and the likelihood of "abuse". That's why I'…
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>Please, never, ever get into the >business of having a supervisor or HR specialist >involved in this process. Can you see yourself >on the stand testifying that your supervisor, >with no medical training, arrived at a step-up &…
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Your approach also makes sense, Abby, in that there ought to be a step between "here are the restrictions for your return to your job, welcome back" and "Hey! I saw you lifting that 10-lb box when you have a 5-lb restriction, you're fired." So som…
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>First, no employee (here) returns to work >without the knowledge and approval of HR and >then only following a review of their return to >work form from their doctor. [text snipped] > >If the employee has a non-work related…
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Abby, I sent you an e-mail off-forum, but i would indeed like a copy of your modified duty progress form. thanks. Carol