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LindaS

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LindaS
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  • Sandy - There isn't any requirement regarding providing a separate notice for intermittent FMLA but you should address the intermittent issue if the original certification states that intermittent leave is required. My letter states the date the l…
    in Followup on notifying employees of FMLA Comment by LindaS July 2004
  • Thanks again for the responses. I had a very short talk with the plant manager yesterday and informed him that we would NOT be talking to the employee unless there were additional issues relating to his performance, etc.. He agreed but initially w…
    in Employee Attitude Problem Comment by LindaS June 2004
  • Thanks to all for your responses. My first thought was to just leave it alone, addressing it would give the whole situation more attention than it deserves but the Plant Manager was pretty adamant that he wanted the employee "talked to".
    in Employee Attitude Problem Comment by LindaS June 2004
  • I would not back down on this. I am in a union environment and it seems that employees believe that they can talk any way they want to management and that the union will fight for them, right or wrong. If the conversation had ended with, "I need a…
    in Grievance Issue - Your thoughts Comment by LindaS June 2004
  • Agree with the others. This is something that you can add to your existing Attendance Policy, you don't have to create a separate policy. Also, like the others have said, you can require that they schedule their appts. outside of their normal work…
    in Absenteeism...EE claims to have a medical appt (doubtful) Comment by LindaS June 2004
  • I do the same thing, although our program is at the middle school level. The concern I have with doing this type of thing in 7th grade is that there isn't any reinforcement on it in high school. We are working toward doing something like this in t…
    in Attendance Records, Confidential? Comment by LindaS June 2004
  • Don, I agree that providing the employee's attendance record is NOT the answer but the crux of the problem is, at least in the town I live, getting kids to understand the importance of regular attendance both at school and at work. If you have any …
    in Attendance Records, Confidential? Comment by LindaS June 2004
  • I would like to thank all of you for your responses. To clarify some of the confusion the question that was asked of me, as an employer, is whether or not providing an employee's work attendance record to the school when the child of the employee i…
    in Attendance Records, Confidential? Comment by LindaS June 2004
  • At my former employer I was in charge of providing a monthly "treat" for all the office employees as a recognition of the b-days for that month. I was also in charge of the annual employee "potluck" for the holiday season as well as the annual reti…
    in Employee Activities During Work Hours Comment by LindaS June 2004
  • We run a straight 8-hour shift and allow one 7-minute paid break for an 8-hour shift as well as a 15-minute paid lunch. If an employee works longer than 8 hours, they are given a second 7-minute break during their shift. We have scheduled break ti…
    in MFG BREAKTIMES Comment by LindaS June 2004
  • I like the idea of having someone undercover in these types of situations. We had a similar situation a couple of years ago and we contacted our local PD about it and got NO assistance. The impression I received from the PD is that the individual …
    in Undercover or not ? Comment by LindaS May 2004
  • Thanks to all for your responses. I spoke with the individual who got rid of the cans for us (at the instruction of the Manufacturing Director) and informed him of the letter and that it was his choice whether or not to reimburse the employees the …
    in Recyclables Comment by LindaS May 2004
  • If the company is neither FMLA or COBRA qualified, why would the ER maintain the benefits for this long? Just curious... In any event, I would draft a letter to the EE explaining that their insurance premiums are past due by $XXX amount and that, …
    in Deduction for benefits Comment by LindaS May 2004
  • I think psrcello hit the nail on the head, if a health care provider certifies the need for intermittent FMLA leave, the employee is NOT required to seek medical attention each time they are absent due to their condition. I don't see where there ca…
    in Intermittent Leave Comment by LindaS May 2004
  • Don, while I agree with the majority of your post, I have one point that I would like to address... HRQ has stated that the employee returned to work 4 weeks after having a child, without having a doctor's authorization. She has also stated that t…
    in Ee fell asleep while working with children Comment by LindaS May 2004
  • Can't speak for Texas laws but here in WI the UI office would only want information regarding THIS termination and would not allow information that didn't specifically relate to this issue. Chances are, again I'm speaking on my experience with WI U…
    in Terminated Employee - Drug Test Pos. - HIPPA ..unemployment office Comment by LindaS May 2004
  • Thanks to all for your advice... Regarding the falsification of dates of employment, the area on our application allows for 4 job listings, he only put one so he was left with plenty of room. Regarding the contacting of the other HR, already done …
    in How honest would you be? Comment by LindaS April 2004
  • I agree with Don. As for Ritannz's question it appears to be a moot point as whether or not the supervisor knows the employee well enough to determine whether or not the employee is ill doesn't matter. Unless a company requires an employee to pres…
    in Is calling out sick a secret? Comment by LindaS April 2004
  • Agree with Don. I have instructed all our supervisors that if an employee calls in sick, they do NOT need to know the specifics. If an employee calls in sick more than 3 days, they are required to provide a doctor's slip releasing them to work. U…
    in Is calling out sick a secret? Comment by LindaS April 2004
  • SMace, in all the training sessions I have gone to regarding HIPAA, ALL the trainers have advised that if an employee comes to you wanting assistance with their claims you should have them complete an authorization. The Privacy Notice pertains to t…
    in PHI request- What can they see? Comment by LindaS April 2004
  • An individual's right to access their PHI means their PHI that is contained in a "designated record set". This record set will contain information regarding enrollment, payment of claims, information regarding the medical necessity of a procedure, …
    in PHI request- What can they see? Comment by LindaS April 2004
  • My understanding of the HIPAA regs. (we are self-insured) is that if you are fully insured and ONLY receive summary health information, the Privacy Notice is sufficient. You are still required to keep all documentation regarding HIPAA together so i…
    in Another HIPAA Question Comment by LindaS April 2004
  • You do not have to provide the plan amendments to the employees but you do have to provide them with the Privacy Notice. Are you self insured or fully insured? This will determine how much you, as the employer, are required to do as opposed to the…
    in Another HIPAA Question Comment by LindaS April 2004
  • Thanks to all for your advice... The employee reported to work today (so far, at least) without the makeup. I plan to talk to my boss, the president of the company, today and get his take on things. This is a difficult situation because alot of w…
    in Need some help... Comment by LindaS March 2004
  • The HIPAA Initial Notice would be the same one you give to your current employees. It's actually called the Notice of Privacy Practices. I'm wondering if you're not getting COBRA and HIPAA confused. COBRA requires that new employees receive an in…
    in Another HIPAA Question Comment by LindaS March 2004
  • First off, unless you plan to ask every employee who is absent to present a doctor's note when they are absent, don't do it for this employee. Begin by talking with the employee and letting them know their absences are excessive. It sounds like yo…
    in Excessive Absence Comment by LindaS March 2004
  • Agree with Balloonman... If an employee's check is lost after it has been mailed I usually tell them to wait at least 5 days. If they don't want to do that, I inform them that they will have to pay the stop payment fee and have a deduction authori…
    in LOST PAYCHECKS Comment by LindaS March 2004
  • Thanks for all your great advice. On Friday I spoke one of the supervisors and reminded him of the importance of safety. Let's see if he follows through. The other supervisor, however, is having numerous issues and we are addressing it through pr…
    in I'm ready to give up Comment by LindaS March 2004
  • Weingarten rights apply to both union and non-union employees but I'm not positive on the impact regarding public sector employers versus private.
    in bringing a co-worker to a meeting Comment by LindaS February 2004
  • The EE is still required to provide the medical certification. Didn't budge on that one, thanks for asking. Thanks, also, for your support.
    in Employee Resigned Comment by LindaS February 2004