Nat
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[font size="1" color="#FF0000"]LAST EDITED ON 05-28-03 AT 10:13AM (CST)[/font][p] >Does the birth of a child to an underage dependent for an employee >qualify? Could it fall under a sickness for the employees child? We just went through …
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[font size="1" color="#FF0000"]LAST EDITED ON 05-23-03 AT 09:30AM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 05-23-03 AT 08:28 AM (CST)[/font] [font size="1" color="#FF0000"]LAST EDITED ON 05-23-03 AT 08:28 AM (CST)[/font] [font …
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Agreed.
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Don, we just had a similar situation where the individual had exhausted their FMLA and after we looked at whether or not she had a disability, it was determined that because of her condition, she would be "perceived" to have a disability. At the adv…
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Thanks for your response. That's what I had in mind, but you know with FMLA, I want to be very careful. The Dr. faxed us a release form - we didn't ask for it. But as I stated, we haven't had any response from the employee since we received the r…
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FMLA does not cover adult children unless they are diabled in some way. Pregnancy in and of itself is not a disability under the ADA. I would deny the request.
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I wasn't sure from your post if you have received the complaint documents from the EEOC or not. It has been my experience with the EEOC that when they send you a copy of the complaint they will tell you exactly what they want and that is all you sho…
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Are your supervisors trained on FMLA? There is nothing more frustrating than having to work extra because others refuse to do their job or are not trained properly. If they have not had training on FMLA, I would start there. They need to understa…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-02-07 AT 12:32PM (CST)[/font][br][br]I agree. I would definitely keep wife out of his employment issues. Wife may not seem malicious but you don't know what's going on at home and she very well may …
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[font size="1" color="#FF0000"]LAST EDITED ON 05-14-07 AT 11:30AM (CST)[/font][br][br]We do the same as Ray a. I do inform the former employee that they are welcome to make an appointment to come and review their file in my presence but no copy. W…
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We have a 403(b) and 100% participation. Our company contributes 6% whether the employee participates or not. I too, do not understand why anyone would decline to participate in this wonderful benefit except that we hire lots of young, single peop…
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I have to fill out an EEO-1 report so we need that information. We ask it on the form and then it goes into our HR software so when I need to know how many African American, women, managers I have, I can get that information. That's really the onl…
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We have a form that newly hired employees fill out during orientation that asks for information such as race. We call it our Confidential Information Form. On this form they give us race, date of birth, address, phone, emergency contact, etc. We …
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Our policy says no opened toe, opened heel, platform or heels higher than 1". We encourage our employees to wear tennis shoes (we are a children's long term care facility so we are very casual). We send employees home (on their time) if they show …
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We don't give out whether or not a person could be rehired, although we have a policy that says that if the person quits without notice, or is terminated involuntarily, they are not eligible for re-hire. We keep the opinions out of it.
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We will celebrate on 12-31. The way we decide is if the holiday falls on Saturday, we take Friday. If it falls on Sunday then we take Monday. Makes things very simple.
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I would use caution. If I am remembering the ADA correctly, past drug use can be considered a disability and if you are not hiring based on this you could be in trouble. Current drug use is not protected. You may want to consult with your attorney…
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The last time I asked for a raise, I had taken on extra duties that were signigicantly different than my HR duties (fundraising) but I think the same thing applies here, because essentially you have taken on significant duties by not increasing the …
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[font size="1" color="#FF0000"]LAST EDITED ON 05-05-04 AT 10:53AM (CST)[/font][br][br]You have to look at your policy on rehires. Our policy states that employees who are terminated involuntarily will not be considered for rehire. I would think th…
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We are also an ICF/MR facility. We are also hands off for employee PHI but have authorization forms just in case. We are in a unique position regarding clients in that Do we really a provide health services or are we habilitation? There has been a…
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If an employee causes him/her self to become unemployed (ie involuntary termination - not a layoff) then the employee is denied benefits. Do you want this person to be eligible for unemployment? If we have employees who are terminated for whatever…
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I only do exit interviews with employees who voluntarily resign. I don't see any value coming from doing for those who are terminated involuntarily. I too am involved in all termination meetings and get all the information I need from the employee…
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I have worked in Long Term CAre for the past 11 years. We are required by the state to do criminal background checks on all potential employees before they are hired. We usually get our state background checks within an hour, whether or not there …
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Is there more to this story than you are telling? I have dealt with worker's comp for a long time but have never read, heard anything about them not paying because of someone's age. If they are an employee, they are an employee and covered under w…
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Don is exactly right. They must be filled out. In fact, at the last NCDOL meeting I went to, there was discussion as to whether it was even legal to copy a Social Security Card to put with the I-9.
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Even if the person has a doctor's note excusing them for work, we would give them a reasonable amount of time and then terminate their employment if not eligible for FMLA. Of course, with the statement that when they are able to work again, they ma…
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According to an employee we have in HR who use to work for a credit bureau, creditors are not allowed to call the employee at work if the employee tells them not to even if there is no alternative number. If the employee tells them to stop and they…
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I have trouble with this kind of thing where I work also. We seem to bend over backwards to make sure we don't upset employees. The company gets to make the rules (of course as long as they are not illegal). We just went through a change in our d…