NaeNae55
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- NaeNae55
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Comments
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I knew you were going to tell me that. Can I wait until there is some change in the family member? They are currently in a medically induced coma in ICU. Or, should I go ahead and prepare the forms and mail it to the employee's home? As far as I…
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If I were you I would set soemthing up wtih a flat dollar no matter the device, that is, if I did it at all. You may run into some serious issues regarding privacy and company intellectual property if you go this way. What if the employee has a lis…
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Sharon: One of my older sisters worked for a local tv station on Friday and Saturday nights answering the phone (late 60's). She had one of those plug in switchboards. She had a terrible time every time Johnny Carson did something outrageous...li…
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[QUOTE=tlnelson;724409] Update: the paperwork lists his dates of incapacity for 1/7/12 and 1/8/12 (which was a Saturday and Sunday) and then again for 1/10/12 and 1/11/12 (Tuesday and Wednesday)....not sure why they did not write him out for Monday …
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Welcome mmadej7384! Your post is unclear. Is it the employee or the parent who has the disability? ADA applies to your employee only, but fmla can apply when it is the family member who is disabled. Hope this helps.
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My mother was born in 1930 and had lots of memories of operators using a plug in board and party-lines (I remember a few myself). Once, when I was about 18, she suggested we dial 411 to answer a question. We all looked at her baffled, but she reme…
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Hmm. You are in a tricky spot. The employee is required to give you 30 days notice or tell you "as soon as is practicable" so they are out there. This may not help you, however. When an employee is out 3 consecutive days that should be enough no…
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Awesome! \:D/
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It is no longer FMLA leave, unless you want to grant [I]every[/I] employee extra time. We allow employees more than 12 weeks if the condition and situation warrant it (ie ADA or need for leave almost over as parent just passed, etc). We call it a …
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and do you drink it with cream and sugar? I also fall under #10-finance/accounting so you would think I would consume more than a cup or two of black coffee. Of course, I have to drink decaf so that may have something to do with it.
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Were they just heading for home and tripped, or was there horseplay? That could make a difference. It also depends on your state laws and may depend on your work comp contract. I would turn it in to my carrier and see what they say.
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You are correct. My husband is retired and when he takes a job he has to pay social security taxes. Tell the employee they can file for a return at the end of the year if they choose to, but you are required by law to withhold.
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Our employees accrue leave every pay period based on their time with the company. The max in their leave bank is the equivalent of 1 year and 11 months (23 months) accrued leave. We also allow employees to buyout leave up to once per year on a 50…
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We apply PTO to all FMLA absences, whether they are intermittant or not.
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Sonny is correct. Here it is 15 minutes or more in one session and it is considered a work day. It can make it really crazy too, as there are a few times when I have run in to help someone and have to rush out and then come back later. Crazy suit…
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Your state may have laws that govern this, or you might check with how others in your industry handle via an industry association. Most pay, but not everyone does. It also sometimes depends upon how many follow-ups are expected.
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Thank you Editorial! This was very informative.
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You definitely need to keep them informed that their time has ended. I would have a slightly different letter for work comp cases that tells them that while their FMLA protection has ended, they are still eligible to be off for work comp.
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Are all the companies handled under one umbrella such as for management and benefits? Does one company own the others? We only have 14 employees, and have our own tax ID number. We also are the only company in our group of companies that does our…
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Your first post! Welcome! If your employee stands in 'loco parentis' they are qualified for FMLA the same as the actual parent: "The FMLA defines a "sor or daughter" as a "biological, adopted, or foster child, a stepchild, a legal ward, ora child …
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I am a bit surprised by your attorney's response. I believe medical or disability information should go out on a need to know basis. That is, I would not discuss the situation with ANY manager or supervisor unless they were looking at potentially …
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I love Coffee's policies. They say what they need to say, but still remain friendly and personal.
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[QUOTE=Carolil;724166]Some additional questions as i navigate this: Q1. we are project based, which means that other managers may have work to offer this employee short or longer term. what should be my strategy as the ee looks for other work at o…
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[QUOTE=Sharon McKnight SPHR;724162] Also, here's a link to JAN that Nae mentioned: [URL]http://askjan.org/[/URL] Sharon[/QUOTE] Thanks for the credit, but actually it was Cheryl. **==
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This has come up in our audits and since we always send it when we process payroll we are well withing legal requirements. It might be addressed in our 401k document, but I can't remember for sure. In any case, making a point of addressing it in a…
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I want to stress that if the manager is not on board with this you could easily get sued. They need to understand whatever the employee did or did not do, as far as the courts are concerned they need to act towards resolving (accomodating) the situ…
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Actually, she doesn't have to raise the issue of her disability until she starts working. You should be asking in the interview if there is any reason why she cannot perform the essential functions of the job with or without accomodation. If she c…
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I believe dyslexia qualifies as a disability so you need to start the interactive process with the employee. You cannot be the expert, but if it were me I would find out all I could about dyslexia so I could talk intelligently about the problem. Y…