dchr9203
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Yes you were ok in asking. The original doctor's statement can only be an "estimation" of the term of absence, etc. A fitness for duty statement is appropriate, legal and recommended.
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I would not allow her to change the terms of her leave. She's requesting a "flexible work schedule" for personal convenience, not a serious health condition or other qualified FMLA event.
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Copy pasted from the DOL sight - (3) Persons who are ``in loco parentis'' include those with day-to- day responsibilities to care for and financially support a child or, in the case of an employee, who had such responsibility for the employee wh…
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Counseling for marital conflict does not constitute a "serious health condition". I would not grant under FMLA, but would try to work with her on an alternate work schedule if possible; flex her lunch hour, flex her start and stop hours, etc. On a…
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Yes, FMLA ended with death of spouse. Her leave would now be considered "personal leave of absence" under your leave policies, unless she qualifies under FMLA with another condition. We typically give a spouse two weeks of leave and then work with…
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We code as a military leave of absence and don't forget to offer COBRA. When he returns, he has to be reinstated in all things, including raises, 401k matching, etc, as though he was not gone.
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I am opposed to attendance bonuses. Attendance is an expectation and should be a requirement of continued employment. In my opinion, bonuses generally are a "reward" for "above & beyond" type behaviors. But I do certainly believe that we rewa…
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Agree 100%.
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Sorry; post misled that the candidate was already an employee. He/she is not. The ability to get a clearance is a requirement of the position. I've given up trying to reason with the hiring manager that a contingent offer is just that, and for so…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-28-06 AT 02:51PM (CST)[/font][br][br] I believe that 1 per 300 is the accepted practice, However, the recommendation for an appropriate and effective ratio is one HR professional for the first 150 em…
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I'd like a copy please. Thanks! [email]richs42@bellsouth.net[/email]
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Careful. Abuse situations are tough and volatile. Where one day the abused wants help, the next day everything's rosy. Keep the two issues separate; her performance and her excuse for it (the alleged abuse). Address the performance, and since sh…
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I agree. He's not "superior" to the employee. Simply by virtue of his position as "supervisor" has some authority over the employee. Two different things.
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Ours is combined. Our policy is titled, Harassment and Discrimination, and is comprehensive covering sexual, age, race, etc.
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Everyone "tasks" differently. I see no difference in listening to an audio book or listening to music, radio, or even talk radio; as long as she's following rules of turning it off when answering the phone. If she's performing to or above standa…
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Another question might be "why if his performance was/is substandard are his performance evaluations consistently rating him above average or exceptional?" Don't know if that's the case here, but in my experience, it's usually the case.
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It's possible that a social security number got transposed. I've had that happen to a couple of employees. I contacted the SS# administration, explained to them the situation and the offered guidance. But based on a phone call from an unknown, I …
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Those were the only two I had heard of as well. Thank ya very much for the info & link.
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[font size="1" color="#FF0000"]LAST EDITED ON 04-17-06 AT 02:48PM (CST)[/font][br][br]I really don't think that walking off jobs, or threatening to walk off jobs proves anything in regard to the "value" of ILLEGAL aliens in the workforce. Here in A…
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July 4 is only paid day off. Most of our folks will take leave on Monday 7/3; so essentially, business will be closed.
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Ditto to AJ SPHR's response.
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First of all, if you had a problem with a male tech ogling/fondling or otherwise harassing female patients, you would hear about it more than once or twice in 7-8 years. I know that we were always reminding our staff to be sensitive to the modesty …
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What a crock! Fire him. Even diabetics use the toilet, and the ones that I know personally, and are severely diabetic needing multiple shots, one who's lost vision, (all of which we've "accommodated") would never expect us to accommodate the actio…
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Thanks for the input, but let me clarify the specific plan. Under our "Cafeteria Plan", we allow employees to elect a "premium reimbursement" amount that permits them to run the premium through the plan, on a pre-tax basis; must be premiums paid fo…
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Thanks for the feedback. We will be outsourcing this to a competent immigration attorney. I have neither the desire nor the resources to pursue it.
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Tough one. Usually, suicides don't come with a "warning" or threat; that's why they're so devastating. That's not to say her talk is not serious, and shouldn't be taken so. All your friend can do is encourage her to seek help; if the employer has…
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As a defense contractor, we give 10 and in general follow the federal holiday schedule.
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[font size="1" color="#FF0000"]LAST EDITED ON 12-08-05 AT 12:17PM (CST)[/font][br][br]Ditto on all above. One other twist to add is that porn addicts are just that; addicts. They in general are not discerning about when where and how they download…
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We reward those behaviors we want to see more of. Her behavior has been rewarded over the years through tolerating it, and most recently by a large pay raise that you had to "fight" for. So, in essence, her behavior has been reinforced and she'll …
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[font size="1" color="#FF0000"]LAST EDITED ON 12-07-05 AT 04:36PM (CST)[/font][br][br]She is not protected from reporting her income, period! If she does not, cannot, or will not provide a SS#, she would no longer be considered a "prospective" empl…