Susan in La
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We have all on-line check stubs. I'm sure it would be great if all employees had a computer and printer, but that is not the case with us. We are a health care facility and our direct care staff, food service, custodians, etc don't have access to a …
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We are a state run health care facility with 1,800 employees. Payroll is part of HR.
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At my husband's company, if the employee's spouse is eligible for coverage of their own and opts to go with dependent coverage on the employee's plan, the employee is chaged a penalty of $100 a pay period. Of course the company has to know where the…
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Apparently the answer is "no".
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We allow two days of paid leave between the day of death and the date of services. This is how our policy reads: FUNERAL LEAVE When funeral leave is requested, to attend the funeral and/or burial rites of an immediate family member, the employee m…
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The company my husband works for has a surcharge if an employee's spouse has insurance and doesn't take it. They automatically charge the extra even if their employee doesn't have insurance. He has to go in during annual enrollment and enter somethi…
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I would also be very cautious about it being a true reduction in force. If he plans on replacing the guy, it is not a RIF. This screams of FMLA retaliation and age discrimination to me.
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[font size="1" color="#FF0000"]LAST EDITED ON 10-30-08 AT 08:10AM (CST)[/font][br][br]Unless you plan to give everyone extensions, I would withhold approval of FMLA if there is no certification produced after the 15 days granted by law. If he brings…
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If the employee has already taken 12 weeks, are they entitled to any more FMLA? Unless their new rolling year has begun, you don't need any recertification at this time if they have used up 12 weeks. I would just tell them they have no more FMLA, an…
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It sounds reasonable to me. Just make sure you have no state laws that give greater protection than FMLA.
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If she submits a letter of resignation, you can use the date the letter states as her effective date.
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I wouldn't consider her termed until the end of her 12 weeks of FMLA, otherwise she might sue and say her rights to FMLA were denied.
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You aren't off your rocker, fathers are entitled to FMLA for the birth of a child.
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He is entitled to 12 weeks off for the birth of the child and/or his wife's serious health condition. What is your policy on an employee using his sick leave for a family member's illness? Whatever you normally do would apply here. FMLA does not hav…
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The mother uses sick leave as long as she is under physician's care. Any time after that is vacation time. Our policy does not let an employee use sick leave for other family members' illnesses, only her/his own illness. A father would use vacation …
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I realized that as I was posting the federal reg, but our headquarters office sets the policy for our agency and they say if both parents work for the state they share FMLA for care of a newborn or a child adopted. I'm not sure how many times it has…
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This comes from the federal regs on the US Department of Labor website: f) SPOUSES EMPLOYED BY THE SAME EMPLOYER.--In any case in which a husband and wife entitled to leave under subsection (a) are employed by the same employer, the aggregate numbe…
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I work for a state agency and our policy states if both parents work for the state, then they share the 12 week entitlement. It does not stipulate they have to be married to each other.
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[font size="1" color="#FF0000"]LAST EDITED ON 05-06-08 AT 12:47PM (CST)[/font][br][br]We have had that situation and both children were given 12 weeks each. The mother also worked here, so we had three people eligible for 12 weeks each of FMLA. I do…
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Our State Civil Service Rules allow us to terminate an employee who exhausts sick leave and FMLA. ADA says you have to perform the essential functions of the job, and if you are off work indefinitely I would say you can't perform the job at all. We …
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We would not return the person to a job we know he would be reinjured doing.
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If the person has been treated two or more times (post op visit and surgery) they don't have to be out more than three days, or if there is a continuing regimine of treatment. I think it could be if the physician certifies it as a serious health con…
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Gannett Newspapers outsources FMLA through AETNA and you talk to people in Pakistan trying to get it straight. My husband works for a local newspaper bought out by Gannett and I had to deal with them when he had surgery recently. They do FMLA and sh…
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If the daughter giving birth is under age 18, then caring for her after the birth could qualify as FMLA.
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We are a state agency, so it is a little different, but if the person was on paid leave before and after, they would get the holiday, if on unpaid leave, they would not. FMLA would not change that for us.
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I agree, if they are not married by the time the child is born, both would have a 12 week entitlement for the event. It depends on your state's legal definition of marriage. Are you a common-law state? If so and they meet whatever your legal require…
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We usually send our employee to their physician with a list of essential duties, asking that the physician state which ones can and can't be performed, and the length of the restriction. If it has no end date, we require a recertification every 30 d…
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1. Depending on your unemployment adjudicators, he should be able to draw if you indicate on the paperwork he was allowed to resign to avoid a lay off. 3. Usually, when someone is let go, it is better to not let them linger. If they have access to …
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[font size="1" color="#FF0000"]LAST EDITED ON 11-07-08 AT 10:28AM (CST)[/font][br][br]We are a residential facility for people with developmental disabilities. We certainly tell other similar employers if someone is not eligible for rehire. If someo…
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If it is valid it should confirm their right to work in the US, but not necessarily that they are a citizen.