Janet
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- Janet
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I also have had problems with vague medical certs from providers. Frustrating as this is, I have come to believe that it's due simply to the providers not being familiar with the FMLA and its requirements (and also medical offices not having enough…
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Check out the DOL regs on FMLA--section 825.308. In cases where the employer has reason to doubt the EE's stated reason for absence, a recertification may be requested. Depending on the EE's stated reason for needing FMLA, tardiness may (or may no…
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First situation--yes, since the child is hospitalized, FMLA is applicable. Second situation--if the relative's doctor will provide certification of an FMLA-qualifying condition, sounds to me as if FMLA is applicable. These are the ones I detest, be…
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Our company runs FMLA concurrent with STD, but keeps the job open for the full 26 weeks of STD. If the employee cannot return after 26 weeks (and ADA does not apply), we terminate.
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We, too, have been advised only to release exactly what is requested. We do not consider medical or benefits information to be a part of the "personnel file"; this information is kept separate.
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Back to the original question-- I agree.
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We're a manufacturing facility--we always contact a security agency to provide for additional security if a strike develops.
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Our company experienced the same thing many years ago. Someone came up with the idea of adding the term "Quality" to every job title. Therefore, operators became "Quality Operator A", "Quality Operator B", etc. Seemed pretty lame to me, but it see…
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True, perhaps, but in this era of downsizing everyone is expected to do more with less. Unfortunately, HR seems to be one of those departments with less defined roles (Accounting Dept=numbers & dollars, Marketing Dept=customer service and sales…
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My corporate's guidelines call for tax period after current year. I don't know how official that is. . .
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Thanks for the input. It just really threw me off that she's waited 2 years past her marriage!
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Is this a true "layoff" in the sense that they might be called back to work? Or is it a smoke screen to soften the blow? I would advise being as up front as possible. If you're looking to separate these employees for performance, then don't give t…
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I once worked for a bank that delegated the annual employee party to the previous year's new hires. They weren't responsible for all the details, but took on enough of it that it wasn't such a burden.
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We've run in to similar situations at our union plant. If the EE can produce a doctor's note giving restrictions, we'll work around it. Otherwise, they have no gripe.
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We're a union facility. Our EE's do not clock out in situations like this.
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I'd think you'd be looking at possible discrimination issues. I wouldn't do it.
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Thanks for that info. Would this also apply if the EE says she checked her e-mail and/or phone messages from home? I assume the answer is "yes", but it can't hurt to ask!!
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It sounds as if goals were set and not attained. If that is the case, I believe the decision should be to let the EE go, rather than prolong the issue.
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Don, To respond to your post, perhaps you can tell from the tone of my post that unfortunately, our 2-person HR department is viewed as a necessary evil in this company. That being said, my co-worker and I are never certain what underlying issues p…
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Thanks for your insight. Since we're a union facility, I can empathize with ritaanz. That's primarily the reason I was compelled to ask!
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If your policy doesn't give credit for a doctor's note, sounds to me like these are all unexcused absences. I'd definitely pursue the FMLA avenue (issue a "preliminary designation"); if no information is returned within the 15-day time frame, you'v…
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I work for a manufacturing company and, unfortunately, we are considered a "necessary evil". About 6 years ago, our HR Manager was downsized; since that time, the 2 of us left in HR have been bandied about. Currently we report to the Division Cont…
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I've heard a few rumblings from our EEs about docs charging to complete forms. I sympathize with the EE, but certainly don't offer that the company will pay! Only vocal opposition from the patients can change this type of practice; the company pay…
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FMLA is not at the EE's discretion--it is the responsibility of the company to designate if the situation warrants (whether the EE likes it or not).
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FMLA is not at the employee's discretion--it is up to the employer to designate if the situation warrants it.
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We're a union facility x:'( and our contract indicates the amount of time certain disciplinary actions remain active in the EE file. We keep the actual form in the file at all times, but after a certain time period, it's void.
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Apparently someone needs to remind the machinists who makes the work rules! Some issues are not open for debate. The previous posts are right--this is called being PROACTIVE.
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Although I don't supervise anyone directly, being in HR I deal with most everyone at some point or another. I've always made it a point not to buy anything, attend Tupperware parties, etc., so I (HR) can't be accused of playing favorites. I've see…
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In a perfect world, you'd think that employees would perform as expected. Being in HR, we know better than anyone else how hard it is to hire and keep good help. I don't know what you're paying your assistants, but I wonder if it's competitive to …
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Make sure to include this chapter in the book you'll write when you retire. (Isn't EVERY HR person planning to write a book some day?!)