SMace
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Margaret, I'm not sold on your interpretation of the FMLA. I would argue that they are taking leave from their regularly scheduled work time. Allowing them to make up time would fall under FLSA or state wage laws, not FMLA. Where did you get th…
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I don't think there is anything you can do but wait for certification. I would not get involved. It is terribly unfortunate for the employee. I would not skirt the rules and allow FML without proper certification. If I was the employee I would b…
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We use hours. 40X12=480. Each employee gets 480 every rolling 12 months.
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Don't forget it's not 3 days, it's MORE than 3 days.
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It sounds to me that you have two different issues. One is FMLA and one is failing to follow company procedures. FMLA certification does not get ee's out of following plant rules. As you stated, review the non-calling issue with the management an…
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FMLA protects the absences. It does not give employees the right to violate company procedures.
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How would you deal with her absences if they are not covered by FMLA?
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Don, you beat me to it. Totally agree with getting rid of your attorney. In my opinion that is terrible advice. So you grant it to someone 30 hours short, what about 70 hours short, then 100 hours short, then 150. You had a legal threshhold that…
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No problem with the delay. The reason I asked the question is in my experience migraines have always been classified as chronic conditions that do not have to meet the more that three day rule. Matter of fact, the situations we have are generally …
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[font size="1" color="#FF0000"]LAST EDITED ON 09-15-03 AT 11:52AM (CST)[/font][p]Two questions to Marc: 1. Why do you ask if the migraines correspond with 3 consecutive days out? 2. When would migraines not qualify for FML?
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We require new FMLA papers if they do not return on the date the original papers state. We do this across the board. If you allow others to extend their leave via a doctor's note and do not allow him, in someone's eyes it could reek of retaliation…
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Please don't forget that it is MORE than three consecutive days.
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Before you allege anything, understand that just because someone is on FMLA doesn't mean they have to be confined to their house. It doesn't mean they can run the Boston Marathon either. If your FMLA policy has a second opinion provision (hope it …
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We do not have restricted duty for non-work related injuries. They can only work if they are released to FULL duty. We do have restricted duty for WC. The policy you have is not a good policy and can cause you future issues with ADA. I'm assumin…
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There is a FL rule that exempts some small er's from WC. I found info through Google. I wouldn't use someone without WC. Especially construction. Pay a little more and find someone with coverage.
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The reason they are so overconfident is the everyone wins bullcrap. It's OK for very young children. But once they start getting in their teens they need to understand that the world is full of losers. If you suck at something find something else…
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I would suspend her immediately and then figure out if the allegations are true. If you can even come close TERMINATE!!!!!!!!!!!!!!!!1
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As long as you want. Your decision should rest on how many jobs you're filling and the size of your applicant pool. Whatever you decide, just make sure you follow it. It could lead to s discrimination charge if you are not consistent.
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[font size="1" color="#FF0000"]LAST EDITED ON 05-28-08 AT 06:56AM (CST)[/font][br][br]HUH???? I guess this is a state wage and hour law? Where can I find this? edit: this reply is to FunBanker.
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Our post offer physical would include whether the doc determines if they can perform the essential functions of the job. That's why you get it done. If the doc doesn't disqualify them, I wouldn't worry about it. If you disqualified the candidate …
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Doesn't this take you back to the good old days.
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[font size="1" color="#FF0000"]LAST EDITED ON 02-28-08 AT 11:03AM (CST)[/font][br][br]I realize Bullion was asking for other names, not whether we liked the idea. However, if a forum member asks whether they should jump off a building forwards or b…
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I don't think the focus of this is Christmas. I'm guessing since they are so diverse they have MLK day as a holiday. Do you think they are going to offend African Americans if they change the name of that holiday? What about Memorial day and thos…
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Are you kidding? If not, I'll take the time to answer this question. If so, that's a good one.
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Rita pretty much already siad this, but..........Just because you're not hearing complaints does not mean it is not causing problems. Do you do opinion surveys? Do you have meetings with open discussions? In my experience, different levels of ben…
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In all of our states they calculate our unemployment insurance "premuim" based on how much unemployment we have. You should call your local Employment Commission (the ESC around here) and ask them how yours calculated.
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I agree with Nae about the pregnancy, but not the teller theft thing. If I'm hiring someone and they tell me they have a history of theft, I'm not hiring. You don't want to use information that is protected by law. You would be within your legal …
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The law that most likely would come into play is ADA. ERISA may also. But if you do not hire them because of the cancer they can claim you regarded their health condition as a disability. They would then qualify as being covered under ADA and cou…
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They can't use toilet paper?
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I'm sure you have already researched it, but just in case you haven't some states have laws that protect people from being discriminated against because of legal activity. NC has such a law. If PA does, you might be setting yourself up.