Whatever
About
- Username
- Whatever
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
What is your company policy when an employee is out on WC? If you terminate, what happens if the wc carrier says he is entitled the benefit? I would contact the wc carrier and find out when a decision can be expected. If it not rather quickly, I …
-
It is the company's responsibility. It was a mandatory event. Furthermore, this was employee appreciation. What you want to do would send the message that the company doesn't mean it.
-
File the claim with wc carrier. It is their job to make the decision.
-
First of all, welcome to this site. Second, the rule is, when in doubt file. Whether or not it is covered should always be determined by the insurance company. Finally, there are times when compassion over rides the exact wording of any law or rul…
-
You should see if the wc carrier does inspections for the purpose of improving working (safety) conditions. We have found these inspections to be helpful.
-
You ought to get counseling. I tried, but no one would believe I was that far gone. x:'(
-
Scary as it sounds, I basically agree with you. But, I don't know why you didn't mention the male pseudoexecutive who is driving the car, drinking coffee, reading the Wall Street Journal (or checking his e-mail on the laptop)listening to Howard Ste…
-
I would follow Smace's advice except I would also make sure the ins. co. has the same information.
-
What exactly is the accomodation? Did she ask for one or are you trying to accomodate her co-workers. Even if she does follow a treatment plan, the purging will not end immediately. More serious, our company rules state that stealing from another …
-
We had a similar situation. We made the accomodation of allowing the employee to start work two hours later. However, ee continued to be late and blamed her medication. We asked her to supply from her doctor a medical reason why she couldn't take …
-
She is not entitled to FMLA. The only question is what has been done in the past for people with non-pregnancy conditions.
-
1. Did he ask for an accomodation? If he did, would you be able to provide an accomodation. 2. What are the job requirements? Can he do the job? 3. Excessive non-work related talking has nothing to do with ADD. 4. Is not paying attention when load…
-
[font size="1" color="#FF0000"]LAST EDITED ON 03-19-04 AT 11:10AM (CST)[/font][br][br]My reaction, based on the information given, is if you have an attendance policy follow it. I don't see anything here that would entitle her to FMLA and/or ADA and…
-
I would consult an attorney and maybe a psychiatrist. Recently, there have been several cases of people killing young children and, in most of the cases, there were warning signs. There is no logical way that ADA would take precedence over the safet…
-
I don't know if I am missing something but, the doctor's note states "she is requesting a return to work date of 7/5..it is my medical opinion that............and may return to work." Therefore, I am reading this that the ee could have returned to …
-
What is a "more professional hat"?
-
I'm not too sure FMLA would apply (length of service, number of hours worked). However, ADA does apply. You need to talk to the ee. You should request a statement from the doctor so that you know what to expect. You are going to have to make a decis…
-
Who did she file the complaint with? In her complaint, what did she state was the nature of her disability and how does she claim it excuses her excessive absences.
-
What is the alleged impairment (her point of view)? Did she ever ask for an accomodation?
-
Depends on your state law. contact your wc insurace carrier and ask them.
-
I would also contact the workers' comp carrier. They have a great deal of information. Also, a least once a year, the carrier sends in an expert who tours our plants and then sits down with us to discuss what, if anything, should be done to improv…
-
You must file the claim with your wc carrier. Let it be their decision whether or not this claim is covered. However, at least in NY and NJ, stupidity and/or violation of safety procedures are not grounds for denying workers comp. benefits.
-
If you have a workers comp. carrier, file the claim. Then it is up to them to decide the merits of the claim. If you don't have a workers comp. carrier, what does your state law define as timely notification? Separately, what exactly does the com…
-
At my company, the observance of safety rules is a requirement not an option. The supervisor would get a warning to comply.
-
When in doubt, always submit the claim. Either the wc carrier will reject or they'll pay. But, if they have all the information, they will make the legal decision.
-
Seven day waiting period is for statutory disability. We are union shop and therefore pay for the day of the accident. If he was injured on the job (unless you self-insure), report it to the workers compensation carrer. When we report a claim to ou…
-
Add to that, for a few employees, if they could get something for nothing (I would never accuse anyone of submitting a false claim or overstating the illness) they would. Why help them?
-
I agree with LindaS. Unless you have a lot of documentation, this could be interpreted as retaliation for filing a claim. Perceived reality has nothing to the facts.
-
What does her doctor say?