deniseE
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Our Agency began doing this about a year ago...in take home $$$ our ee's are probably grossly underpaid; however, factor in the benefits...we're doing OK. Just to give you an idea of the categories, under "employer paid benefits" we have: Medical …
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For some of our MIS staff we pay "stand by" time. This is different than "on call" which is just part of the job. If the ee is notified that he/she is on "stand by" it means that they are expected to drop whatever they are doing and be available to …
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BUT if you policy (job description) does not specifically state that OT will be required, then you may have a problem forcing the employees to work.
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also check your policies....depending on the state law...you may be able to file a civil suit to collect.
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we just started a 1% contribution...it's a fixed amount, w/d from paychecks bi-weekly. We also teamed up with our provider to offer a "healthy living" incentive. for ee's that participate they can reduce their contribution up to .5% It's a sad fact…
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We are all salaried here...so I can't help you much with your OT issue. But you did ask about putting benefits on they paycheck, just to show ee's what the employer is paying out on his/her behalf. Our paychecks now include the employer amount paid…
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For every course we pay for the employees agrees to remain with us for a specified period of time...if they are terminated or resign before the tuition is "paid off" it must be repaid. We don't pay for books or anything and the amount of reimbursem…
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The only difference is that she cannot use any available "sick" leave. This is used for the disability that results from giving birth...but she can use FMLA or any other available leave for the time off. The new parent experience is not changed sim…
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Technically, if employees are equal up to the point of an FMLA absence...then they are still equal. You cannot select the one that takes no leave time for that reason alone.
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I guess to unravel this we need to know what your ACTIVE employees are required to do. Does each ee contribute to his/her benefit package? If the answer is NO, and you are requiring ee's on FMLA to make these payments, it is a problem. The only re…
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I thought, and if wrong, I KNOW I'll be corrected---but I thought that the company was required to keep benefits intact (i.e. equal to active ee's) during the 12 week FMLA.
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[font size="1" color="#FF0000"]LAST EDITED ON 10-03-05 AT 08:37AM (CST)[/font][br][br]We also do not permit EE's to use the leave time accrued (ours is on a rolling basis) while on FMLA leave for additional leave. For example, I went on FMLA last y…
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I also wanted to add that as HR people we should be very careful about making decisions about what qualifies and what doesn't. That is why a doctor completes the form. We should never question why a spouse feels like they need to take the time, or …
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This person may be able to get there and back today....but there is more to cancer treatments than driving. FMLA is meant only to permit ee's the time to balance family and work...frequently, family gets the short end (OT, Deadlines-whatever) and s…
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We take a very similar approach. There is no real tight rule about what "leave abuse" is...but we all have a pretty clear idea when we think we see it. EE's that are suspected of leave abuse are put on an "attendance contract"...we give them a tan…
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What would you do if the ee was out for say, heart surgery, and did not return after the 12 week period???
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Any intermittent use will "stretch" the leave entitlement. 480 hours is 480 hours. You may find that a scheduling of the intermittent leave will help you. For example, I'm currently working a reduced schedule (this is an additional policy offered b…
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OR she's in school/supervised daycare during the M-F daytime...and at home w/ mom afterwards...no school/daycare on the weekends.
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Do you have any internal attendance policies in place that would cover his inability to work/show up? How have you handled disabilities in the past? You'll need to be consistant. Typically, you can always seek a "fitness for duty" certification, i…
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as long as the forms are completed appropriately by the mother's doctor...there's really not much that you can do. and try to remember, for every one that abuses the system, there are 10 others that are grateful for the time to take care of persona…
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what I thought personally was different than our professional position!! The ee had a history of "adjusting" medical excuses and we believed this to be the case again.... But you're right...it was a correct decision based upon the evidence present…
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We ran into this a year or so ago...but rather than an injury it was just a "sick note"...we terminated the ee for falsifying/misrepresenting the note because it was signed by the front desk staff rather than the dr. we lost the UC case because the…
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speaking from a person in this position...I would encourage you to work with the employee. My husband and I have Power of Attorney with his disabled brother. He is employed, but sometimes has difficulty understanding changes. New leave request rule…
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[url]http://thomas.loc.gov/[/url] This is the webaddress for the US Congress. You can search by key word or phrase. It will show you all kinds of pending bills and allow you to follow them through committee/votes/changes. Each state also has a sim…
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It all depends on how your policy is written. The regs provide for either a "calendar year" count or a "rolling" count. Most employers like the rolling method better because the clock begins with the first day of FMLA and renews 12 months (assuming …
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[font size="1" color="#FF0000"]LAST EDITED ON 05-09-05 AT 02:51PM (CST)[/font][br][br]This is one of those situations where you can't "unknow" what you already know. Aside from the illegibility of the form, if you didn't know about the vacation, you…
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I guess it depends upon your goal...if she's making up time and getting the work done...then she's using the system that you've built into your company to benefit both the company and herself at the moment. If you're trying to get her to use up as…
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I would pick a date a few weeks in the future and make an announcement that effective ____, the existing leave policy will be changed to the following______________. Any employee that has already been told that he/she will have 12 weeks....I would …
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maybe this varies from state to state....you might want to check with your dept. of labor...our policy provides that only those on paid leave continue to accrue leave...and then we prohibit the use of leave accrued while on leave to extend the same…
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We just outsourced a good bit of our FMLA. It might be something to consider if you are concerned.