SMace
About
- Username
- SMace
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
I absolutely agree with Dan. The only thing I would add is we would send the ee through our company doctor also.
-
If the note only covers Monday it would not fall under absence plus treatment. It requires being sick MORE than three days. Her doc only documented one day.
-
I see no problem.
-
I understand that bonding may not be taken intermittently unless the employer allows it. I would do as you suggest and have her take the training when she gets back. If she growls, tell her your company does not allow intermittent leave for bondin…
-
If she brought me a note, I would give her a new certification and tell her to get it filled out. If you have allowed notes to supplement certification in the past your on thin ice.
-
She does not have the right to appeal. She has the right to give you more information to show her medical condition is covered under FMLA. I would give her a specific and reasonable time limit to do so.
-
Thanks to everyone for the input.
-
What about a dad that requests bonding for a child and the mother is not an employee? Same thing?
-
>We have an employee who was on FMLA for her ill >parents, one parent has since passed away and >the employee is also pregnant. I was going to >send her an update of the hours she's used thus >far (for her parents)so she has …
-
If it falls under absence plus treatment (through certification) I would allow it.
-
I thought you could for intermittent. I'll take a look at the regs again.
-
No. It does limit their time away from work. They cannot intermittent all year and then take a vacation.
-
We charge vacation for anything besides being out for their own serious health condition. They are allowed to keep one week.
-
Here's how. Someone walks into your office with FMLA papers that states they have a cocaine problem and need a month off to go into rehab. Are you then going to fire them for illegal drug use?
-
You don't have to qualify under ADA to get FMLA. So, someone could be covered under FMLA for illegal substance abuse. Though it does not matter in relation to the FMLA request, illegal drug use could be covered under ADA.
-
I was just banging my head against the table. Your lucky I have to work today. x:D
-
Caring for a child with a serious health condition qualifies for FMLA. Strep throat could be a serious health condition under the absence plus treatment guidelines. She's already been out 6 days.
-
[font size="1" color="#FF0000"]LAST EDITED ON 04-22-04 AT 01:20PM (CST)[/font][br][br]Will you play "Devil went down to GA"? EDIT: Wait a second....that was a fiddle. I don't know any violin songs. x:D
-
Wow, I had no idea. I'll consider myself lucky that I've never had the problems you and Denise have had.
-
Hi NG, I too have allergies and if I did not take medication I would not be able to function. Luckily the medication helps me and it does not affect my life. You say you have been discriminated against all your life. How does a person with allerg…
-
I'll take a stab. > >Because the request will be for intermittent >time off (doctor appointments and days off due >to illness) would we need to complete line item >indicating their need to provide us with reports >of status and…
-
[font size="1" color="#FF0000"]LAST EDITED ON 04-16-04 AT 10:34AM (CST)[/font][br][br]The only thing I can think of is if they want to take intermittent leave for bonding. I believe you can deny that. I would have to research the regs further to c…
-
Most HR professionals that I know would say it is a burden on the EMPLOYER not the EMPLOYEE. I would say the employee has it relatively easy. They get a form filled out, keep all their benefits, get job protection and get to be out of work. The e…
-
Are you saying that it is a hassle for the employees to have to get paperwork filled out for bonding and for intermittent leave?
-
Chronic illness does not have to fulfill the absence plus treatment requirement. It can be one day. Emphysema would fall under chronic disease. Give FMLA papers and let the provider decide.
-
You could always get a second opinion from your doctor. Schedule the appointment during the time off he needs for his sister's wedding. x}>
-
He can come back to full duty 1/2 time but can't perform light duty full time? Anyone at our company that could do full duty part time could most certainly do light duty full time. I would think that would apply to most companies.
-
I'm unclear as to why you wouldn't want to bring him back. You want to pay him WC for doing nothing? Why don't you get some work out of him? Generally people return from WC faster when they return to some type of work. Do you have light duty job…
-
Do you mean they periodically have to recertify or do you mean they have to provide a doctor's note every time they are out? I was advised by our attorney and have read it on the forum before that you cannot require a doctor's note when they are ou…
-
Nope. I just wait until they run out, but they never do. Oh, I also listen to the managers complain. You also have the second opinion option, but we rarely use it. Generally a doctor is not going to stick their neck out and claim another doctor …