TinaL
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- TinaL
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We're currently a subsidiary of another company that is ditching us. It sounds like they are finally getting their lawyer involved. But we were trying to be on top of this since they've assigned our Executive Director to take care of most things. …
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Thank you! My thoughts exactly. As far as being legally wrong, though I haven't been able to come up with proof since the DOL doesn't require paid vacation.
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They use Kronos. I think its more that they don't want to do anything different than what they are doing. The HR Director is not willing to listen my reasoning and told me to have our Executive Director talk to the CFO who oversees our operations.…
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But this person isn't "filling in". They are "his" jobs that he works every day.
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Good question. I will have to check that out. Thanks for the idea.
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All we really require is a tuberculin test, tetanus shot, and that the Doc looks at the job description and signs a statement that the person has no conditions that would make the person unable to perform the duties. I have no idea why they felt fo…
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Well, we have now decided to give her the time because it seems to be the right thing to do from the employee relations standpoint. We're still unclear as to why she is having a lumpectemy(sp?) with the longer recovery period as opposed to a biopsy…
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Good point. It's probably because of the lifting requirements of the job though.
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My only experience in the past was to let the person go, but my boss has a problem with the fact that the doc only states "unable to return to work for six weeks". It implies that there is an end in sight to the problem.
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It really doesn't address this particular kind of situation. It does say, "As a condition of restoring an employee whose FMLA leave was occasioned by the ee's own serious health condition, the ee must present a certification from the health care pr…