SDDCHR
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What a question...especially during the current times of seasonal flu outbreak. Unfortunately, there is no hard-fast answer. A serious health condition is one that requires subsequent treatment or a period of incapacity for 3 or more days. In mos…
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We allow 40 hours of Personal Leave that will come out of their sick leave balance. After that, they can take vacation leave or leave without pay up to 12 weeks while they are on FMLA. Unless the mother is an employee as well?
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Linda hit it right on the nose. Make sure you identify what the qualifying event is in the ee's new notification. It sounds like the absence from the auto accident may run longer then the intermittment leave? If she comes back after the 2 weeks f…
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Yes, $75 is ridiculous! I would go ahead and put her on FMLA without the certification. You know the employee had surgery and I'm sure you know what type of surgery it was? The employee should be able to give you a verbal account as to when they …
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Absolutely! If qualified as Nat stated.
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The same question comes up as Marc asked...is the 15th the end of his 12 weeks or is it the time he was scheduled to go back to the doctor for clearance to come back to work? In either case, don't be to quick to term based upon him/her not coming b…
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Let her use her time and then go from there. I am concerned about the below comment as it may cause you some problems down the road if you look at removing her for performance versus attendance. Make sure she isn't treated any differently then anyo…
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I would definetly notify them that this is FMLA if otherwise qaulified. Sounds like this may be an ongoing condition.
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Take a look at 29 CFR 825.312. This specifically states that if an employee unequivocally advises the employer either before or during the taking of leave that the employee does not intend to return to work, and the employment relationship is termi…
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Grandparents would be considered for FMLA if they had custody/control of the grandchild. Another thing to keep in mind is the opposite and that is an employee wanting to take care of a grandparent. The only way they are eligible for FMLA is if the…
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Yes, you do need to look at the ADA issue. Based upon the employees condition it may or may not be time to terminate after their 12 weeks is up. This is going to be different for each situation. Also keep in mind that attendance is an essential f…
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Assuming that you're talking about someone who has been out on FMLA, we only require a return to work slip from their doctor if it is due to a qualifying event to the employee. If the FMLA was due to care for an immediate family member, we normally…
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Good advise from all...one other thing, tell your commander that he/she may want to rethink the unlimited sick leave the next go around!
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No, you're not wrong for running FMLA concurrent with WC. And I can't think of any downside for doing so unless your state doesn't allow it!
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Keep your hard hat on Don...I'm sure the flack is coming! Rockie, I understand what you're saying that "this stuff is just life" but I would definetly get a certifcation or better yet, if they're going to be taking sick leave for their "female probl…
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Here's something to think about. Has this employee stated that they will not return after their 12 weeks of FMLA? Remember, if an employee gives unequivocal notice of intent not to return to work, the employer's obligations under FMLA to maintain h…
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Take the HR I.Q. quiz on the home page. Pay close attention to #4.
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I would have the ee check on other times to attend services. If this doesn't work, then go with what the supervisor had suggested, work a few hours, let the ee off (maybe an early lunch break) to attend services, then come back to work.
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I'm looking forward to it. Someone recommended the Cat's Meow???? I've never been to NO before so should be exciting. I just hope I make it to some of the sessions!
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Without a doubt, I would require a doctor's statement. If anything, it can be used as a deterent to this type of abuse.
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It goes without saying that yes, this should have been document. I guess as far as the raise goes, you obviously don't give an across the board pay raise. If this is the case, then you must have some guidelines or metrics established to determine …
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Minimum, a "stearn" reprimand. But, based on what was said and knowing a little more history on this ee, a one or two day suspension may be warranted. I definetly would not terminate at this stage. But, I would make it clear in the suspension let…
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I don't think that bringing in a counselor 1 year later will help staff. If there are some staff still dealing with it that hard that they may need counseling, then I would hope they take it upon themselves to seek this out. Also, I agee with Rock…
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Pork is correct...read these cases: In 1998, the U.S. Supreme Court addressed the rules governing a company’s liability for the discriminatory and harassing conduct of its supervisory employees, in the landmark cases of Burlington Industries v. Elle…
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We're just the opposite. We give a very detailed letter outlining the reason for the termination and the policies/procedures that the ee violated thus backing the termination!
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If we can provide work for them within their restrictions then we will put them to work. However, we will ensure that W/C light duty is put to work first.
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There were obvious qualities that you hired initially hired him for in the first place. Overall, it sounds like he is a good employee but just can't cut the job he's currently in. With this in mind, I would let him know that you've tried everythin…
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Without reading the other posts, where is the sexual harassment???
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I guess I don't understand...why do the feel they were discriminated against? Because it wasn't considered work related? Or, is there something else that hasn't been identified?