LindaS
About
- Username
- LindaS
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Reply to FunHRBanker - there is no law in the state of WI regarding the requirement of taking 5 consecutive days off, although in your industry there may be some regulations to that issue but for general private employers, no such law exists.
-
Yes, I believe you do.
-
To be on the safe side (always best with FMLA) I would send a letter to her advising her that her intermittent leave will be designated as FMLA (as long ad the medical certification states this is necessary). I would also address any notification r…
-
If her original paperwork addressed intermittent leave and you have already approved it, no need to send out an additional letter. If it did not and you did not, send out another letter approving her intermittent leave based on the medical certific…
-
She does not qualify for protection under ADA as pregnancy is a temporary condition. If this were my EE I would reduce her salary according to the position she will be doing, remove her from the insurance and offer her COBRA. Doing anything else w…
-
Ditto to the above.
-
When we have had this situation the EE is let go immediately and they receive all benefits of a resigning employee (payout of remaining vacation and payment of accrued vacation). They do NOT receive payment for the remainder of their two weeks, alt…
-
We are a self-funded plan as well and ours does NOT cover a Colonoscopy UNLESS there is a medical reason for said procedure. If the procedure is done simply as a standard screening, no coverage. If there is a medical situation that calls for this …
-
Our exempt level employees have a "salary continuation policy" in that they continue to receive their full salaries for a period of up to three months. If they are off work due to a non-serious illness/injury they are still paid their salary. Ther…
-
What are you looking for? Are you looking to accomodate her inability to make beds? Are you looking to terminated based on this inability? I would review the information she provided on her application to determine whether there was any false inf…
-
If you have a valid business reason for requiring EEs to have a minimum credit score you are fine with not hiring someone who falls below it but I am concerned regarding the exceptions you have made to this policy/practice. You either have a valid …
-
You should refer to the wording in your collective bargaining agreement regarding this issue. For example, our CBA states that a union committee member has the right to conduct an investigation into possible grievances during working hours after ob…
-
Our contract specifically states that new employees are not covered by any provisions of the contract until the completion of the probationary period. While they are members of the bargaining unit from the day they are hired, they are offered no pr…
-
This would be state specific as there aren't any federal regulations. In absence of state specific regulations you do not have to excuse any type of absences due to court appearances. In companies that I have worked for, however, if the EE was app…
-
Yes, he was the driver (the only one in the car, thankfully) and the parents are awaiting the blood tests to determine level of intoxication. He admitted to drinking several beers before getting into the car so only time will tell. The police offi…
-
Thanks for the replies. I approached her and informed her that she would be getting alot of paperwork in the near future from the insurance company and to let me know if she had any questions. Because of the situation she became very defensive rig…
-
Since there doesn't appear to be any problems other than the fact that she does not have a driver's license (by that I mean that she is not disabled, etc.) and she is the top candidate, I would go ahead and offer her the position but make it very cl…
-
If you do not want to create a "no fault" attendance system, the next best option would be to limit the number of "illness" absences each EE gets. Our policy allows only twice in one year for an EE to be absent due to injury or illness (outside of …
-
Would not terminate based solely on the box cutter issue but I would NOT have made any accomodations without something from the physician/therapist regarding what would be the best for the EE. What is your policy regarding LOA? In absence of a for…
-
First off wait until you see what the physician says. At that point you need to determine several things... 1) Does the EE's medical issue qualify as a disability under ADA (remember that a long term health condition does NOT automatically qualif…
-
Funny you mention this. We had an EE who resigned her position, no reason given. Due to her performance issues we decided to terminate early instead of allowing her to continue working. She filed UI and stated the reason for her resignation was d…
-
We are a union facility and have the same issues. To address the problem we have developed a very stringent process regarding vacation requests. Let me begin by stating that vacation renews on an employee's anniversary date so each person is obvio…
-
Is she working now? In my opinion the FMLA and the RTW note are one in the same. If it were my EE I would meet with her, inform her that she was not permitted to RTW without a release from a physician based on her behavior, and send her home. I w…
-
Who sent the EE home? What instructions was she given when she left? Who in management spoke to her? When and what was said? Once you have the answer to these questions you can better determine what needs to be done. Whether she had vacation sc…
-
Unless you have a state law that specifies payment for jury duty, there is no federal requirement that ANYBODY gets paid from their employer for time missed from work for jury duty.
-
An EE has to continuously meet the 1250 hours requirement. For example, say an EE is off work for 12 weeks, takes a variety of layoffs plus vacation. If their total hours WORKED, not paid, is less than 1250 for the 12 months immediately preceeding…
-
Not required. They are not members of the bargaining agreement until they have completed their probationary period and as such, are not subject to any of the rights outlined in the collective bargaining agreement.
-
I would send HER a letter verifying her dates of employment and her job title. I would NOT provide any additional information and I would forward it to ONLY her, not an employer.
-
They would be eligible for UI, at least here in WI. We have used this in the past and it has worked VERY wel but keep a couple of things in mind: 1) How are you going to determine WHO is eligible for the voluntary layoffs? Seniorty? 2) How long…