Irie
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I PM'd you yesterday for your fax/e-mail but didn't hear back from you. Give me your information and I'll send you a copy of our policy as well.
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You olny need a HIPAA procedure if your insurance plan is self-funded and you act on behalf of the plan or if you receive protected health information from your carrier and you are fully funded. If none of the above apply then you should only need …
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I have our employees complete a new election form at the beginning of each plan year. Just to make sure all information we have is correct.
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We have not had a problem with locating the vaccine. Our occ. health clinic administered the immunization on November 14 to 74 employees. Company paid the cost of the injection-$20 per employee.
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My husband works for a very large delivery company. Under their attendance policy they are not allowed to call off and use one day of vacation at a time. If they do call off they are not paid for the day. Their vacation must be scheduled in advan…
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Sara: Contact the Texas Bureau of Employment Services and ask them if she would qualify for UI benefits. They would be able to explain the Labor Code to you. And when you get the answer, please post. I'm curious about this myself.
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Irene is correct--no.
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Actually we aren't self insured. We're contracted with UnitedHealthcare and they will not verify eligibility (along with a lot of other things I feel they should be doing but won't). Their premiums were the lowest for us but they refuse to do thin…
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I agree with Geno. Information shared in the course of employment is not considered PHI and therefore does not fall under HIPAA.
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We provide nothing other than allowing the employee to add the child to their health coverage, and 12 weeks of FMLA for bonding.
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It doesn't fall under HIPAA but you still need to maintain confidentiality.
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[font size="1" color="#FF0000"]LAST EDITED ON 02-13-06 AT 09:30AM (CST)[/font][br][br]We are a private manufacturing employer with approximately 200 employees. We offer STD for a maximum of 26 weeks at 70% of their base weekly pay. We do not allow…
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Thanks. I could only locate the English .pdf version on the DOL's website and not the Spanish .pdf version. I knew there had to be one somewhere. Thanks Celeste.
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Did you send FMLA paperwork to the employee at the beginning of this ordeal and advise him that his leave was counted as FMLA?
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I can understand the blogger's comments since we all know these stores build up to such a frenzy for Black Friday. I'm sure not only could WalMart be sued but the manufacturer of the door, the glass, etc. because that is what broke leading to the t…
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I didn't quite grasp the old ones - now they went and changed them on me. It is so frustrating!
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We have perfect attendance awards as well. I have always counted short-term disability against an employee for perfect attendance so I am assuming I will be able to count FMLA against an employee as well. Our attendance policy states that employee…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-30-08 AT 10:12AM (CST)[/font][br][br]I always give an extra seven days for the employee to return the certification. The extension is provided in writing and mailed certified mail, return recepit req…
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You are very fortunate Linda.
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Thank you Linda.
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Yes, I do suspect the FMLA certification is false as I stated in a previous post. Thanks for your response Nae.
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The employee hasn't used up their time yet but they are very close. Using the rolling 12-month period she will be getting some days back very soon. So unfortunately I can't tell her she has no time left.
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As a follow-up to this situation, another employee gave me the doctor's notes rather than the certification form. The doctor would not complete the certification. This employee wants to use FMLA intermittently but nowhere on the doctor's notes doe…
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Your answer depends on the state you are in. In Ohio you could not remove someone from your payroll if they were collecting temporary total disability. You had to wait until they reached maximum medical improvement and then you could take them off…
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I also would not send the certification directly to the doctor but send it to the employee, certified mail, return receipt requested. This way you have proof that you mailed it and the employee did/did not get it. I also send a copy of the lette…
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You may want to check with your state about this. Our company pays the employee for their full shift on the day of the injury even if it happens early in the morning and the employee doesn't return to work.
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Rockie: Sorry I can't answer your question but I can relate to your pain with intermittent FMLA. I have the same issues with our employees. As long as the doctor certifies the condition the employee seems to automatically think they can call off…
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Even though the baby she is carrying is his and the baby's life may be in jeopardy? That was my concern. Thanks Frank.