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IN CT when an employee resigns you can pay them on the next regular payday. IF you terminate them, you must pay them within 24 hours.
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Is the employee using accrued time or are the being paid by STD? Our policy is that is the person is using sick or vacation time, we pay them for the holiday. If they are on STD-they are paid by the carrier.
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What type of company are you? That will help decide the activities. We generally have breakfast/mini orientation with one of our Sr VPs or the CEO. We have tours of the facility, lunch with the CEO or a Sr VP and we take them to an offsite function …
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That's interesting, my husband's company does open enrollment for Oct 1, my company for Jan 1. We had coverage thru my employer, but dropped when we changed carriers, because there was no out of network coverage for his daughter who is out of state.…
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LTD does not necessarily end when the employee terminates. We had an employee on STD retire and not only did they continue to recieve STD, but LTD kicked in after 26 weeks, the explanation that I recieved from our carrier was that this would continu…
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Don, The only time we require proof is if an existing employee marries and wants to add a spouse. I would think that this would be an administrative nightmare for you. Do you have a lot of employees who are claiming dependents who aren't really de…
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Most STD policies cover 6 weeks for vaginal and 8 weeks for c section. This is the amount of time that the woman is considered to be "disabled". If there are complications either before or after the delivery and the doctor certifies this the carrier…
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Look at how your plan documents are worded. Most require that employees work a certain number of hours per week or meet some other critera. We offer benefits to part time ees who work a minimum of 20 hours per week. PT ees who work less than that…
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It depends on your state law. Some states require that if you leave an er for no cause attributable to the employler, you must earn 10x your eligibility before you can collect. You can try appealing, but my experience has been if they left for oth…
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The state of CT recently enacted a law that is similiar. The child must be enrolled in the medical plan, but the employee must be eligible for the plan. Eligibility is the key requirement. There is usually a form that has to be returned that sta…
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I would check your plan documents to see what the definition of a dependent is. When my step daughter started college in another state and lost coverage under her mother's medical plan the court ordered my husband to provide coverage. Since he was…
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>I think you misread or misunderstand Don's post. > Normal pregnancy is not a disability. There >is no requirement to make accomodations for a >pregnant employee. The PDA requires employers >to treat pregnant employees the…
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I agree with Don. The PDA treats pregnancy as a disablity and says that you have to treat pregnancy the same as any other disability. So if you have a policy that states any employee who misses XX amount of time regardless of the reason is terminat…
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I seriously doubt that your employee is lapsing in to a coma. Diabetic commas are usually caused by too high an insulin level not too low a level or in simple terms too low a glucose level. This is usually treated with a shot from a glucose pen and …
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Employees who are on WC are paid by the WC carrier. Why would you want to pay them vacation time on top of that? Isn't that double dipping?
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The employee is not required to request FMLA-they may not even know what it means. It is up to the employer, if they know or suspect that the leave might be FMLA covered to inform the employee, send the certification paperwork, and if the paperwork …
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I still wouldn't get too involved with the treatment plan and making it a condition of employment. I would speak with legal counsel first.
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How can you make following the treatment plan a condition of employment. Is the fact that she is bulimic affecting her job in some way?
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Why does each class have to have it's own driver if they are all in the same buidling? Couldn't you have a group of Assistants who have driving as part of their job and pay them more money.
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As LFernandes pointed out, you would need to check with your state WC. If the doctor authorized RTW with no restrictions, I believe you would have to reinstate to original position.
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You can't just cancel an employees benefits while they are on FMLA. You have to set up a schedule with them if their premium normally comes out of their check. Below is the verbiage from the FMLA certification. 5. (a). If you normally pay a portion…
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Without more info it is difficult to say what the issue is. WC is governed by state law, not company policy. Most have a waiting period before they pay for missed time. Some companies allow employees to use sick time.
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Is this employee underage and that is why his parent's met him at the doctor? Did you have him performing work that he shouldn't have been performing? It is not necessary for the employee to notify you if he has someone meeting him at the doctor. …
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Unpaid Leave Family/medical leave is unpaid leave, although you may be eligible for short and long-term disability payments and/or workers’ compensation benefits under those insurance plans. Paid leave may be used, and runs concurrently with, fami…
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Most companies round up/down to the nearest 15 minutes, so if your start time is 8 and the person is 5 minutes late, they would still get paid as if they punched in on time. This is also sometimes governed by state law, so check with your DOL. Doe…
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FMLA allows you to not pay an exempt employee while they are on leave, even if they work part of the week. You don't say whether the employee notified you in advance or not. It seems to me if your policy does not require employees to use paid time…
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FMLA does not require continous treatment: Absence Plus Treatment (a) A period of incapacity of more than three consecutive calendar days (including any subsequent treatment or period of incapacity2 relating to the same condition), that also invo…
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Don't confuse certification of fitness for duty or return to work with certification of a serious health condition, they are two different things. This section addresses return to work not certification of the illness. WHen the doctor gives you a n…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-26-04 AT 02:32PM (CST)[/font][br][br]Again, if you read the policy, if she is on approved intermittent FMLA you cannot require a doctors note for FMLA related abscences. If the abscence is not related…
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An employer is not entitled to certification of fitness to return to duty when the employee takes leave as described in Section 825.203-Intermittent leave may be taken for a serious health condition which requires treatment by a health care provider…