cthr
About
- Username
- cthr
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
If she has already been approved for intermittent FMLA, you can't require a note every time she is out. You can ask the doctor to recertify every 30 days, I believe.
-
>The doctor is not filling out the form for my >employer. My employer requires something >different altogether. > >Do you think all people should act like sheep >and refuse to question something for which there >is no …
-
>Do you think all people should act like sheep >and refuse to question something for which there >is no logical foundation?I had no idea that >working in HR means you are disallowed from >asking questions and pointing out >…
-
If that is the policy at your husband's company, I would think that you as an HR professional would abide by it. DO you like it when the employees at your company or their spouses question your policies? Your doctor is filling out the form for your…
-
[font size="1" color="#FF0000"]LAST EDITED ON 04-05-04 AT 02:33PM (CST)[/font][br][br]It also refers to the time that you would be incapaciated after the actual delivery ( or "recovery therefrom". It also covers psychological comfort. Are you going…
-
We require the FMLA paperwork from all employees regardless of whether it is their illness or an immediate family member. The birth of a child is considered a serious health condition. It is number 3 on page three of the certification of health care…
-
Emphesyma would be classified as a serious health condition as it is a progressive disease that will severly limit a major life function-breathing. I would give the employee the FMLA paperwork and have her doctor fill it out.
-
Not all 5 day absences are FMLA related. I would say if you don't have any documentation that says it is a serious health condition, it's not FMLA. Why was the employee out?
-
The answer is it depends. If they become dehydrated and require IV fluids or hospitalization, yes.
-
I would start her FMLA when she goes out. Remember how you handle this situation will set the precedent for how you handle future situations. FMLA states that you must give 12 weeks, you can have a more generous leave policy if you so desire. Also, …
-
Generally only doctors with MDs or equivalents, and in some states Nurse Practioners are allowed to prescribe medications. I know of no law that says only certain types of doctors can prescribe certain types of medications. Remember there is a diffe…
-
Many companies require employees to use all of their paid leave while on FMLA. My company requires that if the employee is on FMLA because they are are ill or injured, they must use all of their sick time. Vacation and floating holidays are optional…
-
FMLA for the birth of a child can be taken any time during the 12 months following birth. I believe it must be taken consecutively if it is for bonding and intermittently if it is for medical reasons.
-
The requirement is two fold: A. 12 months of service and B. 1250 hours worked (does not include leave time) If the person physically worked 1250 hours before she went on leave and you have continued to keep her on your payroll (even unp…
-
Does your company have STD? If so, she would be eligible for that if the Dr is saying she needs to be out. How would you treat someone who broke thier arm or leg or had some other disability and did not yet qualify for FMLA? How have you handled in …
-
How would you treat someone who was out for some other type of disability? If you would allow them the time then under the PDA you would have to treat her the same way.
-
We use the looking forward method, because we have state FMLA that requires you use that method, so for ease of tracking, we use it for federal FMLA as well.
-
Does your company have some other type of leave policy that this person might qualify for even though it isn't covered under FMLA? Even though he may have bonded with the child during visitation it is still a big adjustment for both the child and th…
-
We had an employee whose husband was killed by a drunk driver doing 90mph in the wrong lane. She used all her bereavement and vacation and was willing to take time unpaid. We knew that she was being treated by a physician because of her difficulty i…
-
>This ee could not return to work even to a sitting job. So therefore >I was concerned about how she could go on a cruise?! Also, in NC by >working for a County Sheriff, you work at the will and pleasure of the >sheriff. Theref…
-
I still don't think you have a case. She still would need to sit or lie down at home. Unfortunately the law doesn't say if you are on FMLA you MUST stay home. I would say leave it alone unless she brings back pics of her dancing, etc.
-
Even if the Dr stated that she couldn't return to sitting duty only, I still don't think it is FMLA abuse. If she were home, she would still need to either sit or lie down. You would be hard pressed to say that she is abusing FMLA, because she is on…
-
Not sure how this is abuse. The Dr said sitting duty only. Many people go on cruises and never leave the boat. I think this would be a hard case to prove unless you actually had pictures of her dancing or mountain climbing, etc.
-
STD ends when the doctor releases the mother to RTW which is generally six to eight weeks if there are no complications. The mother is still entitled to the remainder of her FMLA leave. No additional documentation is required, as you know that she …
-
>I can't see why you would want to use anything but the rolling year >(year previous to requested start date). Otherwise they could stack >12 weeks at the end of one calendar year and 12 weeks of the next >year. I work in a st…
-
FMLA is UNPAID leave unless a company has a policy requiring the exhaustion of available paid leave. It has never been a requirement under law that paid time be exhausted first.
-
We have a very generous sick time policy. Employees accrue 120 hours of sick time thier first year and recieve an additional 40 hours of sick time every Jan 1 thereafter. There is no cap on how much sick time you can carry over. We long term employ…
-
If FMLA is for the ee illness/injury we require that they exhaust thier sick time. Once sick time is exhausted they are eligible for STD if they are full time. Other leave is optional to use. If the ee is caring for a family member, they have the op…
-
Our policy is to pay employees on FMLA for the holiday if they are currently using paid time such as vacation or sick. If the employee is collecting STD-they are paid by the carrier and not us for the day.