Irie
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We count the holiday as FMLA. They are entitled to 12 weeks of elave and we count a week as M-F therefore we include the holiday as part of their 12 weeks.
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Thanks. Yes it helps and I guess it's covered.
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If an employee does not prearrange an absence but calls off and brings documentation substantiating the absence then attendance points are reduced. With FMLA the employee would receive no attendance points. There was not enough information on the …
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Thanks Linda. I gave him a reminder a week ago that the paperwork was due today. How many times must one remind an employee that their certification is due?
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I sent the certification back to the employee requesting more information as well as asking for the physician to mail the updated cert. directly to me via mail. So far nothing. The short-term disability insurer is checking with the doctor (?) as w…
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I was only going to ask if they completed the forms - nothing else. I think we are allowed to verify the authenticity of documentation as long as we don't ask for anything else.
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This just keeps getting better. First of all, our supervisors do not supervise their people. They are merely "working supervisors" with very little authority. The employee brought the paperwork in but just dropped it off. I didn't see him. Afte…
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Do you typically give employees until the end of their shift to produce the documentation or how late in the day do you allow them to turn it in? This guy just called me (certification due today) and asked how long I would be in the office. I le…
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Thanks. That's pretty much what I was going to write.
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The guy stopped here to pick up his paycheck the Friday after he started calling. Our payroll person asked him when he would be back and he indicated he would be back that following Monday and have his FMLA paperwork. That was over a week ago and …
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Thanks HR Jones. That helps a lot and is exactly what I am going to do from now on.
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[font size="1" color="#FF0000"]LAST EDITED ON 06-08-07 AT 08:58AM (CST)[/font][br][br]You don't need to share any information with a supervisor other than to tell the supervisor that the employee is on an approved FMLA leave. They don't need to kno…
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Without the employee returning something in writing, be it for the employee's serious health condition or the serious health condition of a family member, how do you know for a fact that a serious health condition exists? We have an employee who ha…
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I had a similar situation with an employee who could not work longer than eight hours in a day. Since overtime was an essential function of his job the overtime that he did not work was counted as FMLA time. Of course we had the medical certificat…
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I had our resident translator come down to view the document that the doctor had provided and he couldn't read it either. He said it definitely wasn't Spanish so I sent the whole thing back to the employee and informed him that the form must be ret…
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Yep. She turns 18 in December so I guess he could take FMLA for her. Thanks.
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At this point in my FMLA experience, I have discovered that almost anything will qualify an employee for FMLA. What the DOL should do is issue a list that states what absolutely does not qualify for FMLA. The only thing I could think of would be p…
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After all the discussion I just have to say this: "Who's your daddy?" (sorry...)
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"The husband (not the father) is also entitled to 12 weeks since he works for another employer." Why would the husband be eligible for FMLA if it isn't his child? If he isn't the father of the child would this fall under adoption/placement? I und…
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If the person filed a discrimination suit with an agency: EEOC(?), contact that agency and ask them what their definition of "incapacitated" is as it relates to a person filing/not filing a timely claim. Or contact your attorney.
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Hmmm...and I thought I was the only one who felt that way. FMLA/employee attendance is absolutely the worst part of my job. We're a manufacturing facility with 250 employees. Everyone seems to have some problem or other--either with themself or…
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I agree with you marc but FMLA has made people so paranoid that employer's are afraid to discipline/discharge for fear of violating the law and having to suffer the consequences. While the intent of FMLA is great you know the administration of it i…
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As long as you are terminating her because of her non-FMLA attendance you should have no trouble. We did that a couple of months ago. The employee was really stretching his intermittent FMLA but then one day he said he had car trouble which put hi…
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At this point you may need to find out if this person may be eligible for ADA after their FMLA runs out. Twelve weeks of FMLA is the minimum time you must allow. An employer is free to give more leave time than the 12 weeks - but if you do for one…
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With regards to a second opinion. Does the doctor have to be a neutral physician, in otherwords, could we use the doctor we normally send our work-related injuries to? For another purpose I needed a doctor for a second opinion and could not find…
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Here's how we do it. An employee out for the birth of a child would be entitled to 12 weeks of FML and according to our policy must be used all at one time. The period for which the physician deems the employee as unable to work would be covered…
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We use the 12 month rolling method looking backward. That way the employee cannot "stack" their leave. And yes, there was a lengthy discussion recently about this topic. I'm sure you will find it if you perform a search of this Forum.
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In my opinion this would qualify for FMLA for the mother however, let the doctor complete the paperwork and see what it says. It sounds like the daughter could benefit from the presence of the mother if for no other reason than psychological comfor…