Ruskanen
About
- Username
- Ruskanen
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
I think that's great that your company will recognize "signifigant others" for FMLA. xclap And maybe with changes in families and cultural norms, more companies might be faced with that. People are waiting longer to get married and living together b…
-
FMLA is a minimum federal standard. You can be as generous as you want to be. You can give more than the 12 weeks and you can pay the time off if you want to. But, being a heterosexual, unmarried person in a long term relationship, if you were to gi…
-
I did some more reading and I am interpreting it to be an "and/or" issue. Either 3 consecutive work days or longer OR ongoing treatment from a physician (or dentist?). [url]http://www.dol.gov/elaws/esa/fmla/shc.asp[/url]
-
Thanks for agreeing. And I thought I was just being whiney.
-
Being single, with no children, and a disabled parent, I would find this policy unfair. Those people are choosing to have children and are getting paid weeks off for it. I didn't choose to have my mother be disabled, but yet when I am absent to care…
-
Hospitals and nursing homes are often understaffed and the employees are overworked. Sometimes the patients don't get the care they need, or if they are incoherent they won't know what care they are getting. My mother was recently in the hospital an…
-
I would definitely get a doctor's certification that her pain warrents time off. Who knows? The doctor may even say that if the pain is under control with medication, the employee can work. We had an employee that was frequently absent because of pa…
-
If we know that an absence could qualify for FMLA, we give the employee an information sheet, and have them sign a paper that says, "I have been notified that I am elegible for FMLA and if I want to apply I should see HR." Don't you run into problem…
-
How can you designate FMLA for an employee if they haven't complied with Federal Guidlines of turning in documentation of their condition? Can you force an employee to use FMLA time if they haven't turned in any documenation of their condition? I kn…
-
Our company has always gone under the standard of FMLA and attendance. FMLA should not adversely affect a person's attendance record. Therefore, if they would normally receive pay for a holiday (At our company they have to work the scheduled day …
-
Also, if an employee is using their Paid Time off for a medical reason, and not for poor attendance, why should you want to penalize that person? If they don't request FMLA, and they run out of Paid Time off and Sick days, then you would have an att…
-
I have one doubt about this situation. If the employee doesn't want to designate leave as FMLA, they probably won't turn in the proper paperwork and documentation from their Physician. Therefore, how can you designate a leave as FMLA if you don't ha…
-
I took the PHR and passed the first time. I took the prep course at our community college, took every practice test availiable, and paid my stepson to cut and fold the flash cards that come with the SHRM study modules (they are on the disk and you c…
-
We have a small service center that had that problem. They locked the doors and had the employees used a key when they had to use the restroom. That helped, but also, since it's a small facility our custodian doesn't go there every day. If the bathr…
-
[font size="1" color="#FF0000"]LAST EDITED ON 01-13-05 AT 02:54PM (CST)[/font][br][br]We have a love/hate relationship with ADP. The training, although plentiful, is not as hands on as is could be. I get in a bind because of something I do on my own…
-
"Due to production demands, some Saturdays may be required work days. The same attendance policy will apply to employees required to work on Saturdays. This policy will go in to effect on XXX date. If you have scheduling conflicts please discuss the…
-
Any change will cause grumbling until people get used to a new system. We have a no fault policy of 12 points a year. Any absence of 1 minute up to half a shift is 1/2 point. Any absence of half a shift or longer is one point. It works out well for …
-
[font size="1" color="#FF0000"]LAST EDITED ON 09-08-04 AT 08:40AM (CST)[/font][br][br]I've heard some companies have policies that the people in the pictures on your desk have to follow the same dress code as the work dress code i.e. no swimsuits at…
-
We used to do do background checks to find out about WC claims and found it was more trouble and paperwork than it was worth because no, you can't retract an offer of employment because someone has filed a WC claim in the past. Although we did retra…
-
It sounds strange to me and in the age of HIPAA it doesn't seem like a doctor would want to discuss private medical matters with their patient's employer. Even in other situations when you are requiring documentation for FMLA you are not supposed to…
-
Is your problem that when you give out applications they don't get returned to you? Here are some ideas to help you with that. 1. Keep a log of all applications you receive. We keep one with the applicant's name, social security number, and date a…
-
I always like to err on the side of generous when it comes to FMLA. If there is something that might trigger FMLA i.e. hospitalization, I would approach the employee and ask what the situation is and how much time they think they need off. I've read…
-
Warn employees several months in advance that the change is coming. That way people have time to find a bank if they don't already have one. For employees that don't have an account and are considered "unbankable", you can offer a pay card option. I…
-
I think when an employee is looking for a new job it is a sore subject with the employer. Many companies would take adverse action if they knew their employee was looking for a job, therefore, employees lie when they have to go to a job fair. If mor…
-
You have all given great input. Now, here's another question. What do you do when you implement a new recognition program, and you already have people that have passed those anniversaries. For example, you have an employee that has been here for 7 y…
-
We never copy documents for the I-9. The idea was that if you make a tiny error, for example, transposing the numbers of the document, you have the proof right there that you goofed. Also, I find that I'm glad I don't make copies because employees c…
-
What did you do if an employee didn't have a bank account? I would love to have direct deposit for all employees but I know that many of our employees don't have accounts...that's why they come in early to pick up their checks so they can cash them …
-
If you had to set up the policy yourself, would you allow any sort of postings from employees?
-
We are debating this issue right now. How can you allow employees to post, "Truck for sale" and not post, "$5 T-shirts with NLRB logo"? How can the company approve "Come to my wedding reception bbq" and not "Come to my Labor organization's bbq"?
-
Could this employee cause trouble if you let him stay on? Paying unemployment could be cheaper in the long run if this employee would wreak havoc in the worksite.