LeeR
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- LeeR
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It has been my experience that there are always three sides to every story. Their side, her side and somewhere in the middle lies the truth. But based on the information provided it seems like retaliation to me.
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I also would advise treating the exempt ee the same. Anything else would at the least smack of differential treatment which is going to be a moral issue. Even though we all realize that disciplinary matters are confidential they generally have a way…
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I agree with having her do the FMLA paperwork. I might also inform her that a Memo stating when she will be out of the office is sufficient and that her exact medical reason is her private business and should not be disclosed to other employees.
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No way to force them in a private vehicle, could easily force the issue if it were a company issue and the employees are going to the same place. Light duty employee is still required to get to work site.
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Since vacation time is a benefit you can run it preety much any way you like as long as you run it the same way for all. Policy stating vacation cannot be used in place of sick leave except when ee is on FMLA and vacation cannot be taken in less tha…
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Had the exact same problem with a male employee, smelled so bad the rest of the staff would not get in an elevator with him. Sent him to physician (at company expense) to rule out any medical causes for the odor, then counseled him on three differen…