POPEYE
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Comments
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Gillian is right on. You may not deny any benefit that the EE would have been entitled to if working every day.
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Just don't leave a "Paper Trail"!!
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Paul- LindaS was right on concerning my "GOOSE AND GANDER" post. If you are requiring certification for any FMLA (and you should be), then you should for all, regardless of severity of illness. There are those whom I sometimes think have a physici…
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Paul, Once again I have to totally agree with Don. As my Grandmother used to say, "What is good for the Goose is good for the Gander". Don't we preach and teach consistency to managers and supervisors about all other aspects of the workplace? Wh…
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Section 825.110 states: To be eligible for FMLA leave, an emplouee MUST have been employed for at least 12 months with the employer and work at least 1250 hours and the 12 months need not be consecutive. Where the more lenient policy would come into…
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Be extremely careful. Make certain that the EE was fully aware of their responsibilities of reporting in a timely manner. We were informed recently by the DOL that the burden of proof concerning this lies totally on the employer. Even though you …
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Don't you just love intermittent leave? It always seems like the "MIGRAINES" seem to be worse on Fridays!!!! As Don said, it will depend on how the certification is worded.
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You will have to give a little more explanation to get an answer. Is this person normally a substitute? Are they from another profession? What does the Physician's certification say? Do they have a Return to Work authorization? Just too many va…
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Sandra_d is right on. Each EE has 480 hrs. available. If intermittent leave is certified necessary by a physician, you may record and deduct time by the hour.
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Tread carefully!! This triangle can be more treacherous than the Bermuda Triangle or the "Black Hole" in Oakland. One recommendation would be that you make your supervisors aware of your policies and procedures and leave the details to the experts…
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Stacy36, The official DOL Certification Form #WH-380 (which we have revised down to one page instead of 4), specifically asks that if leave is to be intermittent give the probable duration. Most of the time we receive great detail from the DR. EX:…
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The DR's certification should provide a "Possible duration" for intermittent absences. If there is a significant difference in what was certified and what is being used, the way I read 825.308 of the Regs, you may ask for re-certification within th…
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All of our supervisors and managers are trained in CPR / First Aid as well as proper use of an AED. It was reported that at one of the larger airports in the country, I can't remember where, the first week that AEDs were put in each concourse, they…
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From the Tenn. DOL website 50-2-103: ) For the purposes of this subsection, the final wages of an employee who quits or is discharged shall include any vacation pay or other compensatory time that is owed to the employee by virtue of company policy…
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>something else to consider, is how the temp >agency pays the temps for vacation and holidays. > The agency I was using observed holidays that >we didn't, and paid the temps for it even though >they worked for us. (i.e. paid t…
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I think you would want the punishment to fit the crime. Was this truly an accident or was it negligence on the part of the driver? As was previously stated, most of our suspensions are l week or less unless there was blantant, intentional bypassin…
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The problem I see with "confidential" call in programs is that if you have one EE that has a personal beef with another EE, supervisor or manager, they will flood the lines calling in. Then when you start investigating, (on "hearsay") you open up a…
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Cindy, This will probably vary a little from state to state, but in most cases that I am aware of, if an ER does not let the EE work out the notice and does not pay them in full for that notice, the UI review boards look on that as a termination and…
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I know you know this, but your not in that sinking ship by yourself. This has been and will continue to be a problem everywhere. Completing and submitting evaluations on time is an essential function of their job. If they can't get it done on tim…
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While it would be great to have "like items" such as all your leave policies, your attendance expectations, disciplinary policy etc., grouped together in a handbook, I have never seen any guidance on what goes first, second..... I would think that …
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I would recommend that you pay close attention to the sage advice given to you by Gillian. Using such a test as the mentioned Bennett Test, can get your company in extremely hot water if there is even one item on the test that does not directly rel…
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I sent you an E-Mail.
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I am currently waiting on a call from the local testing facility for a verification of blood alcohol content of one of our EEs. In our written policy as long as two (2) individuals of supervisory rank or higher agree that there may be some degree o…
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>More details would help. I would approach her >again and if you have not already I would stress >that her name would not be brought into any >discussions with the perp. Craig, I respectfully disagree with this avenue of think…
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Having spent numerous years in the Retail industry, I can only imagine how it would have been received if we had insisted that our EEs only bought their items (that we carried)from us. I really think you would have a big morale issue on your hands.
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I do think you are somewhat on the right track. Just be sure that the discipline that might be administered for the unexcused absence is no different that what you would do for Sally that didn't call in when she had a hair appointment. I know I wi…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-13-05 AT 01:19PM (CST)[/font][br][br]No set questions as each and every investigation will be different based on the circumstances. One thing I do recommend, never start questioning either party unti…
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I agree 100%. We do both. You definitely don't want to take the chance from a safety standpoint of hiring a current user. Check with your W/C insurance carrier and see if you can get a reduction in your rates for having both a pre-employment and …
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Your situation is why every company should have a written attendance policy. Then, minus the ADA or FMLA factor, you have a definitive answer to attendance requirements.
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Don, do you keep your files on-line or in a fireproof cabinet?