LindaS
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Don - My interpretation of intermittent FMLA leave (and I could be way off base) is when a person needs a varying amount of time off and it is taken in less than one large block of time. This may mean shortened days or even several days off in a r…
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According to FMLA, there is no size limit regarding the amount of time an employee can take off for intermittent leave. If I'm understanding your policy correctly, if an employee wants only a couple of hours off (for a non FMLA reason) and you cann…
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Thank you for providing that information. I knew I read it and was, just this morning, looking for it.
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In answer to your first question, if the employee has a certified condition that qualifies for FMLA leave and is considered chronic (for example, migranes, the answer is NO you CANNOT request a doctor's slip each time they miss work for that conditi…
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My understanding of the FMLA law is that you CANNOT penalize an employee for using FML time. If your bonus is determined by attendance, then time off for FMLA would have to be counted as time worked regardless of what you call the paid time. I'm n…
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Actually, NaeNae is correct with regards to the federal FMLA law but the Wisconsin FMLA goes one step further. Under Wisconsin FMLA, parent-in-laws ARE covered! So if the employee has leave available to them under Wisconsin (meaning that they have…
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I agree with Gillian - once the condition has been certified as FML qualifying, there isn't much you can go regarding the random leave. I have the same type of situations regarding migranes and back issues - both have qualified as FML conditions an…
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Good luck - let me know how it works for you.
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Yes that is basically the way I have it set up - the employee's name in one column, the date the work was missed next to that, the reason for the missed work (I track ALL the attendance for the employees)the amount of time missed next to that, and w…
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How are you notified when ANY employee misses work? Who takes care of tracking attendance for employees? In our company, whenever an employee misses work, an Absence form is completed with the reason for the absence written (i.e., personal busines…
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I would tend to agree with all the others but I think a couple of issues should be addressed: 1) Make sure there is a written Attendance Policy in place that addresses how many days an employee is allowed to be absent from work before any discipli…
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I would tend to agree with the others. His leave was approved prior to changing the policy and if past practice allows for more than the 80 hours, this would probably fall into that area. Any future requests would fall under the new policy and pas…
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The three day rule regarding serious health conditions is applied in conjunction with continuing treatment from a health care provider. Continuing treatment, under the federal law, means either treatment two or more times or treatment on one occasi…
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My company is also located in Wisconsin and understand the confusion regarding the WI FMLA. At my company whenever and employee requests, and is granted FMLA leave, they are notified in writing that the federal and WI FMLA run concurrently. This w…
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Agree with David, if the CBA addresses the issue, it takes precedence. What I did when I had to do this was to put the handbook together (I did not call it a "handbook", it was called a "Policy Manual") and give a copy to all of the committee membe…
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Awesome idea!! Thanks!!
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I think I know what you are getting at but from the reports I have received, the gloves are on when she goes into the stall and are on when she comes out of the stall. I guess you could say it is assumed that she does not take them off.
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Thanks for the responses. Yes, she has her own box of gloves and they are replaced whenever she needs more. I figured I would have to talk to her but am not looking foward to it. This is an EE who has been here a LONG time and had a real attitude…
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Since he does not qualify for FMLA you first need to look at what you have done with other employees in similar situations. If this is a first for you, what you do now will have a great impact in the future. First thing to decide is what type of l…
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If an employee is not here when paychecks are distributed they are automatically mailed. The ONLY exception to this is if an EE comes to be BEFORE payday and asks that it be held in the front office. At that point a note is placed on the check inf…
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You allowed him to return to work on Friday so I do not see you getting by with "we accept your resignation" for the purposes of UI. If you have enough infomation for termination, go ahead and follow your procedures and terminate. As for UI, you c…
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Keep in mind, also, that if you mandate his going to counseling as a condition of employment you will also have to pay for his time spent in counseling.
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My friend's concern relates to whether or not she has any obligations as this EE works with the public as well as with the food service. Does she have a responsibility to follow-up with the EE regarding the rumor? Should she just ignore it? What …
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What do you allow for decoration in other employees' offices? Are they allowed political posters or any other type of personal items? If so I would say to leave it alone. If your policy is one that does not allow personal items on display, follow…
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Several years ago I was in a local retail establishment when there was a tornado warning/watch and all customers and employees were instructed to go to the various shelter areas. There were, however, several people who chose to leave and the store …
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A definition of a serious health condition is inpatient hospitalization OR more than three calendar days off work. In answer to your question above, if they were treated as an in-patient - it is FMLA.
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We are a manufacturing facility and permit our exempt level staff to have their cell phones (alot if times it is the easiest way to get a hold of them). Our production employees are not permitted to have their cell phones on them during work hours …
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Thanks again and I agree with Paul, while mentoring may be a good idea in most instances, in this one I do not see this working. As has been stated, her manner of dress and the way she carries herself has caught the attention of upper management an…
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Thank you for your response however, I HAVE gone to the owner - on more than one occasion - to discuss these issues but, as I said, he does not like confrontation and his one son knows EXACTLY what to say to appease daddy. As for hiring, it was the…
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Thanks for all your responses but I agree that there is not much I can do. Numerous people, including an outside training consultant who has worked with our organization for several years and has a very close relationship with our president, have…