KP68
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In response to JM's post, we had continuously been hounded by probably dozens of different AFLAC reps on a weekly basis over a period of I'd say 7-8 months. They would call once a week or so and would also stop in unannounced and ask to speak with …
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We do not pay for military leave, but I'm curious to know what others do as well, especially because I know this will be coming up more and more.
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My goal is to let these employees know that misuse of FMLA is not going to be tolerated. The reason is because we are seeing a new trend in this particular department and want to be prepared for future situations like this one, and I can guarantee …
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OK, I have an idea....since her dr. seems to know that she'll need 3-7 days off, 3-5 times per year, due to hypertension and asthma (a condition she has had since 2003 but hasn't needed time off for it unitl now!!), can I see if there are any reason…
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So I got the revised form back...same form as before, but it now states it is due to asthma and hypertension, and that she "needs periodic follow ups". So...I'm thinking that I'd approve this for future doctor appointments due to these conditions.…
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I'd like to know that as well, but to my knowledge, the only way we can determine this is by asking for recertification when allowed. No other way to get info from the doctor for FMLA. And just to give you an idea as to the frustration level on t…
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"Grasping at straws" is a nice way to put it.....this particular office is famous for doing this, due to attendance problems. We are getting away from "unpaid days" as they can snowball out of control and is difficult for managers to put a stop to,…
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The attendance policy is such that unless an employee's time off qualifies for one of our leaves (FMLA being one), they are subject to disciplinary action. This group of employees feels that FMLA is their "trump card" for getting additional time of…
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I will try and answer some of your questions - Can an ee choose not to use FMLA. No - it is the employer's right (and responsibility) to designate eligible time off as job protected under the FMLA....I tell our employees this is not something the…
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We ran into a situation not unlike this last year, and we were, at the time, running FMLA concurrent with any other leave that the employee would be eligible for - we still do. We did, however, adopt a policy stating that as long as an employee was…
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Well, I thought I'd put some closure to this hot topic. After all our efforts, the employee ended up resigning before she even got the forms filled out..... :-? Regardless of the outcome, I did learn something, and thus, it served a purpose! - KP…
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My error, Pork - that is what I meant to relate, didn't quite come out that way. Thanks for clarifying.
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Well, I must say after being called out of the office for a week, this is some interesting reading to catch up on! Here is where I left it: I told the employee to tell her doctor to send the form to HER and she can turn around and send it to me.…
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No, the employee told me this. I sent the form to the employee, not to the doctor, as always.
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The tough part is that this has been a 'questionable' issue from day one, and not only that, this employee will run out of FMLA time in early April, due to a previous leave. This tempted me to just burn the rest of the time, but then I counted the …
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Well, the doctor did state that the duration is "February 2005 through present" and that the frequency of the dr visits is "as needed". Isn't this adequate (or inadequate) enough to deny as it does not seem to meet the definiton of a serious health…
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Tell me about it. At least you didn't have to hear about it first thing in the morning!
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That's the hard part....she is requesting intermittent leave, 2-3x per month, just in case she 'has a cold or something' and has not earned any paid time off. It's easy for me to say that I think there is something very peculiar about this, but I j…
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Down-The-Middle: >Headaches, flu, upset stomach, etc.. are not >normally covered illnesses (assuming >complications are not present). In light of your statement above, the cert I received for the employee 'proactively' requesting time o…
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Yes, and we have not done this in the past. The interesting thing is that if I make it effective the date the letter was written, October 25th, she had missed enough time before that to still be disciplined...are we okay to do so even though we hav…
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That's my feeling too....trying to do a little "CYA". Nobody was aware of a condition until late last month, and the absences were here and there, not for MORE than three calendar days in a row. I am going to proceed by granting it thanks for …
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So let me ask this: should we wait a week or so to see how she peforms or should I just get the job description to her doctor and see what he/she says? I have a feeling that if we wait to do this, she's just going milk it anyway and not even try t…
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>Also, I would let her know that at the end of >the 12 weeks of FMLA, if there are no any >extenuating circumstances, and she decides at >that time to quit, you may charge her for the >employer portion paid on her health insur…
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We recently had this same thing come up, and what we did is designate the time as FMLA, continued benefits for the duration of FMLA (obviously), and once that was over, we invoiced for the missed paycheck premiums. We gave the employee 30 days to p…
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....Okay, what if we just found out that this same employee has been calling in &/or leaving early from her four hour shift to pick up her child, go to doctor's appointments.....for reasons OTHER than illness??
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Thanks for the great feedback - I will be designating it retro to his first day out. The LCSW stated he'd only need to be out until April 12th, so it will be interesting to see what happens. I placed a call w/the state two days ago to find out ab…
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I now have the CHP in my hands. And, the time off is being back dated by the LCSW to 3/5/04 and I was not made aware of this missed time until 3/17. Do I have to honor all of this time as FMLA? If I don't, when can/should I make FMLA effective in t…
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I have done research on this "LCSW" issue, in terms of whether or not it is legit for FMLA purposes (that is who signed the CHP). All of the info I found for Ilinois is about as clear as mud. Would anyone out there have any background on this?
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This employee is in Illinois.
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and does that qualify for FMLA documentation purposes?