Rockie
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Comments
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I agree. It's hard enough to get a doctor's appointment when you are really sick. I can't imagine they would see someone with just 3 days notice. I would also change my policy to "may" instead of "must". This gives supervisors a leeway in weeding…
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Unfortunately, South Carolina will not allow employers to mandate direct deposit, but we strongly suggest it from a savings standpoint - both to the company as well as the individual. We do have DD and only a few employees get a live check. Most …
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I agree with the comment about a lot of busy work. Our benefits person does this, but it is a nightmare trying to get employees to return things to the main office. Anything we can do to reduce this headache is worth it. I often wonder how compan…
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I think this is commendable that people would want to do this. It seems that I read or heard somewhere that there could be a tax liability to the receiving party? I hope not as this would definitely defeat the purpose.
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A lot of this "use it or lose it" or paying out or not paying PTO upon termination is tied up in State law. You really need to research your particular state before you put something into place. California, in particular, has very stringent state e…
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Kdowney You must have a designated person in your area to handle an dkeep up with all this!
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We use achievment awards where we recognize 5, 10 and 15 year employees once a year. The longer the employee has been here,the "nicer" the gift. Usually we give 5 year people ruby pins, 10 years a very nice desk clock and we gave our 15 year emplo…
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I worked for a hospital that did not allow employees to carry over any vacation time. Whatever you received for vacation, whether it be two weeks up to five weeks a year, you had to take it within that year or you would forfeit it unless you had sp…
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I agree with Mikki about the PTO concept. Anytime you offer sick time and "personal days", you are opening yourself up to all kinds of abuse. If people have only PTO days,they will be more judicious and responsible in their choice. Many hositals …
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Credit Unions usually offer comparable benefits at lower costs to employee, i.e., checking accounts with low or "no fees", lower interest credit cards, lower interest loans, etc. It is absolutely correct that the lower income employees would use mor…
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This seems to be a somewhat antiquated system from years back. What is generally done now is what you described - start accruing leave from date of employment. We have ours based on years of experience. We are a large medical practice and our vac…
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I would say whatever you did in this area, you would need to be consistent in your definition of immediate family. I would spell it out in any policy that you have and in the employee handbook. It's also my understanding that not all health plan…
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If you have an attendance policy, I'd explore the terms and conditions of that. Employee does not qualify for FMLA and has excessive absenteeism. I'd advise the employee it does not appear they are able to hold a job on a full time basis. Also ad…
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The approach from stilldazed is the best way to handle these type issues. It's always best to bring the employee back from leave if possible and then present them with the news and a severance if that's your policy. I have had to call employees …
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You cannot consider FMLA when you are administering absenteeism policies, bonus calculations, etc. They must be treated as if the FMLA leave did not exist.
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Cancer could possibly qualify for ADA. You need to engage in an interactive discussion with the employee as to whether she can perform the essential functions of the position with or without a reasonable accomodation. You are not obligated to "mak…
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If they were smart and had their father's best interest at heart, they wouldn't both take FMLA at the same time. One should exhaust their allotment of 12 weeks and then the other could be off another 12 weeks to render care. If they both take it a…
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If the employee failed to turn in the proper FMLA certification paperwork, then you could treat this as an unexcused absence. I'm struggling right now with an issue. An employee supposedly has a child which she has stated has "asthma" ...has to…
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I also work in healthcare and we drug test as well. If someone tests positive for a controlled substance and they have a proper prescription,that's one thing. However, someone in a patient care capacity cannot perform the essential functions of th…
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I agree four weeks is excessive for this. Most people have it done on a Friday and are back at work on Monday. But...as long as the doctor puts her out for 4 weeks, the only thing you could do is ask for the 2nd opinion....at your expense. I am h…
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We don't allow anyone to "make up" FMLA time. If it qualifies for FMLA, it is counted that way.
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Irie is absolutely correct. HR sometimes walks a fine line with this as supervisors are demanding to know "what" is wrong with an employee. All you can legally say is they are on an approved FMLA leave and any other information is confidential.
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We also don't allow anyone to come back from FML unless they can perform the duties and functions of their job. We have people who want to come back to "light duty" which is a WC term,not FML term. I wouldn't do it!
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Does not fall under the ADA insofar as an accomodation is concerned. He is not limited in a major life function as long as he wears his hearing aid. Unless you compensate other employees for "wear and tear" on items they use in the course of the…
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If an employee is moving out of state to be with his family, that pretty much tells you he does not intend to come back to work. I would not designate as FMLA.
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If a physician advises that she should not work,then she is working against doctors' orders. If you know this, it is your obligation not to allow her to work unless she has clearance thru the physician. Most docs are very lenient about allowing em…
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I have had several instances lately where doctors have returned employees to work before they were ready to come back. The employee is out of leave and begs the doctor to send them back to work. We had one employee who could not do her job because…
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Yep. We have lots of documentation why she cannot work in different offices. We also can show where she was milking the clock when she was working in her last office before going out on FMLA. Since she has been on leave, that office has worked ef…
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We have this issue in our medical practice and ask that employees and patients refrain from wearing fragrances. Some people pay no attention and if they come in smelling like they took a bath in perfume, they are counseled about it. I am one of tho…