LindaS
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Comments
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I do not think you can mandate it but definitely offer it to employees and have them sign a declination statement if they refuse. This would be similar to an EE refusing to take a hearing test for some reason (I have one who has severe claustrophob…
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Unless this EE is in some type of protected class there is nothing that would keep me from terminating him unless he, the employee, can prove that he was at the testing (some type of statement from the testing facility, for example). Regardless of …
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NeedCoffee - I think you are overthinking this whole issue. If you provide the EE with the OPPORTUNITY to have her absences excused and she fails to take the appropriate action to ensure this happens, then its HER choice regarding the continuation…
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If you are granting her the ability to have her absence "excused" under your attendance policy should she bring in a doctor's excuse and she fails to do so, her attendance is then unexcused and whatever happens, happens. Our attendance policy allow…
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What types or problems are these? Are any of them something that would allow her time under the FMLA? Without knowing the specifics, one option MAY be to place her on an LOA and inform her that she has XX period of time to get things straight in h…
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While you won't typically hear me saying this, I agree with the employees/union on this one. I think that to increase their required workweek and requiring them to utilize their paid time off without increasing that as well, you are in a no-win sit…
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Thanks for all the replies and I wanted to provide an update. We spoke with the EE on Monday who stated that his water went out in his house the day before (he lives in the country, no city water) and he needed to get it fixed. We were able to sub…
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When you say the EE is having "difficulty", what specifically are you talking about? Is the EE missing work due to being under the influence? Is the EE reporting to work hung over? When you say that they were "unsuccessful" in rehab., what do you…
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If she is not doing her job to your satisfaction, barring any employment contract, terminate her immediately. If she is "poison" as you say, getting her out of the environment before she can "poison" anyone else would be your best bet. FYI - Whene…
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File the report with your W/C carrier and let them determine the compensability. As for the modified work, if you don't have anything, keep him off work. If you have something, bring him back to modified duty.
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Ditto. Their name has to match that on their SS card. We require a copy of their SS card to verify this.
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Evan - I would also respectfully ask for a copy. My email address is [email]LindaS@Merrill-mfg.com[/email]. Thank you.
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We are a mfg. facility and our wording is almost identical to Inelson's.
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I agree with both posters and feel that it well within an employee's rights to be able to come to me with questions/issues/complaints however our Production Manager feels that this type of thing is wasting the company's money and doesn't want EEs co…
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I think that NOT having ALL new hires pass a D & A test would result in possible issues of discrimination, etc.. We mandate all potential EEs, after they are given a job offer, pass a drug test and they are further required to take the test wit…
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Thanks for the responses. I met with the EE as planned on Monday and, at his request, provided him with the information regarding our EAP. He stated that both he and his wife, along with the younger son (senior in HS) are planning on going through…
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Thanks for the replies. This EE does not have any vacation available at this point so any time off would be unpaid. I will be talking with the EE this PM to determine what, if anything, needs to be done.
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Thanks for the responses. The leadperson was questioned again and vehemently denied any knowledge or involvment in this situation, although we all doubt that he was telling the truth. Unfortunately, after questioning the leadperson he went onto th…
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My understanding of the law regarding W-2s is that they have to be completed no later than January 31st each year.
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I agree with Larry. We are a unionized manufacturing facility and if an EE wants to change shifts, jobs, etc. there are several requirements... 1) There must be a posted opening for that shift/job (sometimes we have an opening but have not posted…
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Your first step would be to begin the interactive process. If she states that she is in need of these things, I would get a slip from her treating physician verifying this. You would also need more information regarding her medical condition to de…
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Under our attendance policy EEs are required to bring a doctor's slip allowing them to RTW after an absence of three days or more (FMLA included). That being said, we also have a stipulation in our policy that states if an EE brings a doctor's slip…
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I agree. If you had enough documentation that warranted her termination of employment, the fact that she is now attempting to use FMLA should not influence your decision. If you were going to terminate based on performance, you still can. The onl…
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If it's based strictly on attendance, like a Perfect Attendance award, they CANNOT withhold it from individuals who missed work under FMLA.
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In the offer letters I put together I include the costs per payroll of the various benefits. I also include any waiting period for such benefits. When I go through the orientation information with the new EE I also go through the benefit portion a…
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Thanks for the responses. I responded to the "letter" yesterday by stating, in writing, that they received our written answer on 12/14/05. Today I spoke with the VP who states that he cannot find the form anywhere and wanted to know whether the bu…
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The next step is arbitration. As for the actual issue, whenever OT is needed we put up a notice in the plant and people sign (voluntary). For Saturday OT the notice has to go up by the end of the shift on Thursday. We had a situation wherein on T…
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Thanks to all for your responses. The hearing tests were yesterday and the EE DID take the test. I told her that this was an OSHA requirement and, in absence of medical certification of a condition, she was required to take the test. She has take…
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The provider actually comes with a large van that they do the testing in. There are booths they use so there isn't anywhere else they can do the test. The tests are today and this EE came to me yesterday asking to be excused so I have very little …
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Yes I do go through retirement information with the individual prior to their leaving but whether or not they attend the meeting has no impact in whether or not they will get their money (401(k) and pension plan). As for the vacation, yes it has to…