DMK
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- DMK
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Comments
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We also included the requirement to punch in/out in our personnel policies. Disciplinary action is the only way to handle repeat offenders. Make sure your employees are aware of the policy and when it will/did begin. The DOL frowns upon delayed pay…
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It is my understanding that dependents must be notified as well and it was suggested that we send a notice to the enployee ("and dependents") to their home. Our Highmark rep in PA said the insurance company is not responsible for determining credibl…
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Thank you. We actually have started the interactive process with her. She is willing to get tested and be seen by a specialist (at our expense). In the meantime, we are not allowing her to work alone since she could put a patient in jeopardy. She kn…
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Thank you both for your replies. I didn't know if we needed to start the interactive process since it's obvious she is unable to function in her previous job.
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Thank you both - we are going to continue to count non-scheduled days towards the incapacity ruling. Thanks for the more than 3 days reminder as well.
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If you've given them the medical certification form and at last 15 days to return it, you can deny FMLA benefits and count the absence against any attendance policy you have. We usually give the employee a second chance to return it. However, if the…
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You're welcome. This is one area you definitely want to proceed with caution. Good luck.
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FMLA guarantees a job when an employee returns unless downsizing as occurred, etc., however, it's real tricky on how to proceed. I generally lean towards bringing the employee back. Unless you have more than one employee that you "lay off" or let …
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I assumed that as well, and thank you, I am aware the change is for military family members, but did not include in my post. I'll be more specific next time.
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We have it included in our personnel policy handbook. It basically includes: 1. An explanation of the False Claims Act 2. Investigative responsibilities 3. Confidentiality and retalitation protection 4. Where to submit illegal or dishonest activiti…
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If you give me your email address, I will send you helpful information. We are in long-term care and have volunteer programs at each of our 6 locations.
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In our organization this incident would justify termination. We had a similar situation and we placed the employee on leave for medical reasons and told her she would be paid for this leave and keep all company benefits as long as she acquired medic…
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Thank you for your help. Fortunately, I need the info for education purposes not a potential claim.
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Something else to consider is consistency. If this is the first incident of this kind for your organization, it will set the precedence for the future. If it is not, how were similar situations handled? If the employee does not qualify for FMLA and …
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I agree. Definitely do NOT ignore this situation. Send a company letter telling him the consequences for continued behavior but keep it civil. Be empathetic to his situation but firm and civil. If it continues, get your attorney involved immediatel…
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Maybe we should change the subject! It's getting a little tense in here.
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Hey Don - I'm really enjoying this bantering from my one simple question. I'm new to the forum and I must say it's been entertaining. I'll have to visit more often. Can't wait to see the remaining list of what's worse then being a democrat.
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Thanks for your responses. She is back to work with someone driving her here. We'll have to see if there is a conviction and on what charges. It may very well be a felony. Being a long-term care facility, we will have to evaluate it when the time c…
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Just a conclusion - looking at all the possibilities. No accomodation has been requested at this point in time. I hope she's a garden variety drunk!
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His bonus was part of his compensation so I would pay him if he reaches his budget once the period is over and you know for sure. Follow up with a letter with figures whether he does or doesn't receive the bonus.