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Thank you for responding so quickly. I was afraid of the "FMLA Forever" part. Our policy provides that leave must be concurrent with FMLA. I assume you are saying if she refuses to return the health care provider certificate, she is not protected th…
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If an employee is gone for three days we generally end up asking some questions and designating it as FMLA. Most of our time keepers are starting to notify HR when they see the 3 day absence and the potential for FMLA. Therefore we generally end up …
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I note that your message speaks only to the request of FMLA leave. My employer requires concurrent use of sick and vacation leave along with FML. Therefore we implement FML for eligible absences. What is your opinion on the employer designating leav…
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I have often had to designate FMLA leave after late notification from the department. I send a letter stating I recently learned of their condition, explaining they are eligible and entitled to up to 12 weeks of job protected leave which runs concur…
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OOPS, that was a typo, in the first sentence. My understanding is that if the employee cannot return to work due to the FMLA medical condition then you may NOT require reimbursement. Sorry for that. WO
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My understanding is that if the employee cannot return to work due to the FMLA medical condition then you may require reimbursement. Our policy requires concurrent use of paid leave. I was not aware this would negate the reimbursement for non-re…
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Thanks for your response. I would have been the witch too, if I had not convinced her to stay a few extra days. It is nice to know i am not alone.
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Yes, thank you that works perfectly. Thanks for the quick reference. The employee has agreed to stay the additional days. Which of course gives her another paid holiday on January 1. Isn't that nice of us?
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Is this unique to Florida or do other states have same or similar law?
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If an employee was fired due to the manager's affair w/another employee; you have a sexual harrassment claim waiting to be filed.
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We too only allow donations of vacation hours for a catastrophic issue. Hours are donated vs $. An 8 hour donation is deducted from the donor and 8 hours is credited to the recepient's bank.
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Our union contract also allows for removal of disciplinary documents after 12 months. I do not trash them. I put them in a file and use them as historic documents. Some employees will squeak by the 12 months before another disciplinary incident o…
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If the employee is still out on leave I would back date the FMLA to first date of absence. This provides consistency to all those ees who follow our policy are placed on FMLA at the onset vs allowing an ee/mgr to let it slide a few weeks and then…
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I dont know anything about Nebraska but in WA state we must have them sign a statement that allows for deductions for equipment/materials etc from the paycheck. I would suggest this statement and signature is part of the new policy. You may also…
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Thanks Toto, I chuckled all the way through it! To complete my part of this story: Our tree arrived in the lobby. One employee donated some generic ornaments. The receptionist decorated the tree all by herself. Not a complaint or comment has be…
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Thanks for all your comments. I have decided to let this ride. We still have some grumbling from those that insist it is a "Christmas" tree. Not one complaint or objection from other religious sects. If any come forward we will encourage them to…
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Thanks to all. I am doing exactly that placing the document in my working file for that department. Your input is appreciated. WO
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You may choose to deduct FMLA absences on an hourly basis for exempt employees w/o losing the exemption.
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We have a very traditional disciplinary process set out in our policy, suggesting progressive steps of discipline; oral, written, suspension and termination. Our policy also allows that it need not be followed in that order according to the severit…
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As a public employer we have a 24/7 operation in our Law Enforcement office. During our last round of labor negotiations, I proposed something similar to your floating holidays request. We called it a holiday hours bank. The ees chose 4 standa…
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To Follow-up We held a union/mgmt meeting. I floated the suggestion of retroactively applying a 5 day 8 hour/day work week instead of the 5/10s. In the 5 day work week they still worked 10 hrs per day but rec'd 2 hrs at overtime each day. This…
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Yes, they had the 4th off and rec'd 8 hours per contract. Even during their 4/10s shifts they receive 8 hour holidays.
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Thanks for your responses, I do appreciate. Still struggling. Yes E Wart that employee will only be charged for the 50 hour weeks in July. The "normal" work week was changed in writing (per contractual mandate) to 5/10s which makes it a designa…
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Thanks so much for the responses. I like the phase out with timely notice. No there is no union and health insurance along with paid leave is provided to 3 days/week or more employees. So anyone losing paid leave would still be eligible for healt…
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Thank you, yes, I agree we are backwards and I definitely do have a management problem which my Board of Commissioners has allowed despite my advice. I dont have the option of posting the full time and laying off the part time unfortunately, but …
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This bathroom humor made my Monday. I did LOL and tears too. Now the only question is who to share it with, being bathroom humor and all. Thanks.
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I like it, thanks.
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I like the alternate suggestion of requesting performance evals (if they exist, if they are accurate). I agree there are too many what ifs with this type of question on the application. Thanks for all your responses.
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All good points, thank you. The application revision is requested after hearing that an employee may have been disciplined for current misconduct with a prior employer. ...And had we had the question answered truthfully or not, it may have been h…
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I have several depts that work 4/10s as well as individuals. If it is not agreed to via labor contract; I have the individual sign an alternative work agreement. This form notifies the employee that the schedule is a privilege and may be revoked b…