dhnyct
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Our plans appear to be about average. However, employee deductions are made with pretax dollars. As for changing insurance companies, there are constant offers with teaser rates. We have changed a couple of times, but within 2-3 years we're facin…
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Our part-time employees receive prorated benefits based on average hours worked...except for health, 401(k), etc dictated by plan descriptions.
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Do I understand that allowing cashout of the STD hours cost your company $40,000? Why would STD hours fall under "use is or lose it"? One policy area we are still discussing is what to do with any STD hours upon termination, whether to allow cash…
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We are considering introduction of options for excess PTO...50% payout at service anniversary date or transfer excess hours to a short term disability account. What has caused your company to consider discontinuing the benefit?
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Sounds like an administrative nightmare--not only in recordkeeping, but also as a potential morale problem. Depending on the actual impact of the lower rate, how about a one-time adjustment for the employees who would qualify for the grandfather st…
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As long as the employee has adequate PTO time available, requesting time off for elective surgery is basically the same as requesting time for a traditional vacation. We try to accommodate personal schedules, but occasionally have to request the em…
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SOMEBODY.....PLEASE REPLY! ! ! Does anyone out there use a sliding scale of benefits based on years of service??? Hourly versus salaried??? We have planned a big meeting next week to discuss retention incentives, etc., and I need to make sure we…
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Good question....And what about offering increased coverage/premium levels for specified years of service as retention incentives?
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Questions: Did she have sufficient seniority to move to 2nd shift? Was she chosen for layoff because she has the least seniority on 2nd shift? Or is seniority based on service time with the company as a whole?
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The question is whether obesity affects the person's ability to perform the essential job functions. If so, it could be treated as a performance issue.
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We have lactating moms who bring portable pumps to work. The process is usually completed in less than 30 minutes and is off the clock. Pumping is a quicker process, and some units even have built in coolers for the expressed milk. Providing a co…
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I'd be careful using the term "recovered", especially after only a short period of time. The key is "no longer using", whether it be drugs or alcohol.
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[font size="1" color="#FF0000"]LAST EDITED ON 08-24-01 AT 07:03AM (CST)[/font][p]Talk about being between a rock and a hard place....running a business AND being a compassionate employer. Don't know her employment/performance history, but losing he…
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At what point does "reasonable accommodation" for one become an infringement on the rights of others?
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Don't know CA W/C regs, but based on GA experience the key may lie in how the incident was handled initially. 1) At what point did ee report the injury, and did he follow proper procedure? 2) Is the preferred health facility listed on a posted …
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Please clarify a previous posting... Our PTO and holiday accrual policy is based on hours worked. Once an employee exhausts their PTO and is on a status of "unpaid leave", there is no further accrual of PTO or holiday. Are you saying that when an …
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As I understand it, the employee's main concern is not having to use leave time for the dental procedures. Input from the health provider should help clear up questions regarding the FMLA determination. Either way, we require the use of leave time…
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FMLA basically protects an employee's job for twelve weeks and speaks to benefits such as health insurance, etc. As I understand FMLA, the CEO would be a "key employee" and can actually be excluded from the protection. Unless there is an employmen…
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What about if the employee has to be out intermittently during the pregnancy and for several months after the birth? Does each day count toward the twelve weeks, or only absences of at least a three-day duration? Our complicated pregnancy involv…
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If our employee is using available PTO concurrent with FMLA, we include holiday pay. Otherwise, FMLA is "unpaid leave".
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Thanks for responding, GAR. So without a positive FMLA certification, ADA also does not apply? The doctor did acknowledge a long history of the continuing medical problem, yet he did not verify a need for intermittent FMLA (???). I'm anxious to h…
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We have a staff of about 70 employees, and to date we have had only a few FMLA cases. It's disturbing that some doctors have started charging for completion of the certification form, especially since I doubt it requires that much time. Since the …
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When we have someone on FMLA, the period of time for which they are paid any accrued PTO is still eligible for continuing benefit accrual. Any unpaid FMLA time does not accrue benefits. As for any scheduled payroll deductions, we continue covera…
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I agree with the previous responses. One thing does raise of flag of concern, especially since she's already expressed her displeasure about the FMLA. Could the employee perceive the additional duties as retaliation or creation of a constructive d…
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I understand the question to be in two parts: 1) The parent is in the hospital for a reason other than life threatening; 2) The parent is near death. If so, the first part is not so easy to define. Is the parent local or out of town? Are there…
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My latest experience: Employee scheduled a minor out-patient procedure and had PTO to cover. Doctor required him to be out an extra week due to unexpected complication. We required employee to present a fitness-for-duty letter from his doctor and…
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Does the manager understand FMLA and intermittent leave? Maybe he's afraid of losing his job after the twelve weeks, or possibly before if he is a "key employee". Brings up a question...If employer chooses to designate FMLA, can the employee dec…
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What about the fact that the rest of that unit is laid off during the summer? Shouldn't the lay off include this employee and then deal with any disability after the lay off period? Possiblity she's looking for a way to beat the system?
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The form we use requires the employee's signature authorizing their doctor to release medical information by completing the form. I then send the form to the doctor and have it returned directly to me.
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Questions: Did she have sufficient seniority to move to 2nd shift? Was she chosen for layoff because she has the least seniority on 2nd shift? Or is seniority based on service time with the company as a whole?