hhaynal
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Our main telephone number is (302)366-0500. Heidi
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Jan, Our facility is also non-union mfg and we have a skill-based pay system in process. Give me a call and I will be glad to discuss it with you. Heidi
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We offer 100% disability starting day 1. Plan specifically states that vacation cannot run with disability period.
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Marc, You noted in another post the need to value and convert the donated time. Why the need? Is this a taxable compensation issue?
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50% up to the first 6% of employee contribution. Nothing after that.
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Thanks for the comments and we'll be sure to keep everything documented, whatever we decide to do!
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Company recently went through an organizational transformation process and after all the shaking and sifting, a small number of folks were left without anywhere to go. Each has been offered a severance package with a separation date coming up soon.…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-27-05 AT 07:08AM (CST)[/font][br][br][font size="1" color="#FF0000"]LAST EDITED ON 04-27-05 AT 07:07 AM (CST)[/font] Ok, Don, let's walk this through. I am seeking understanding from your point. Em…
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Okay, need some enlightenment. I thought company "had to pay" when attendance was a mandate, just as described in the above scenarios. Agree that personal EAP sessions are a different story, but if company has required/mandated that an employee at…
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Search the forum topic history. The forum has previously discussed this topic and many offered relevant information to be considered.
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I have not pulled out the statute, but I would sure put an argument forth that the situation you presented would be akin to a foster care relationship. Notwithstanding any FMLA consideration, would your company not be amenable to granting her a pai…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-19-05 AT 07:06AM (CST)[/font][br][br]My understanding is that there is no specific time frame for reporting a work-related incident to your worker's comp carrier, but that the delay can be a factor in…
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Just a note of caution. If the event is FMLA qualifying and IS subsequently qualified when the certification is received, however late, the time off in question should be counted as FMLA leave, especially if the employee was requesting same.
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"Since I didn't have all the information I sent her the paperwork. She did not return it in time so I denied her." In the letter that you sent to the employee asking them to complete and return to you, did you state 1) a specific return date, and 2…
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I would also include in your letter any "consequences" she may suffer should she not adhere to company policy requests; i.e. comply with request for medical certification, return to work protocols, etc. State in the letter that failure to comply wi…
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I agree with Don. If the employee cannot meet the lifting requirements, then s/he is medically unqualified to perform the duties of the job. You, the employer, offered her another position for which she appeared to be medically fit, but s/he turne…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-20-05 AT 10:08AM (CST)[/font][br][br][font size="1" color="#FF0000"]LAST EDITED ON 05-20-05 AT 10:08 AM (CST)[/font] For whatever its worth.....our company follows the rolling calendar method and we …
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Marc is correct about the recent case law. Went looking for it in my files so I could post the cite, but alas, not readily findable. I just recall reading the case in early 2004 or late 2003. If I find it, I will post back.
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The premise we follow at our company is that all employees are held accountable to follow company policy. Just because an employee may have federal protection through ADA or FMLA does not mean they can ignore return to work, call-in, or other compa…
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I do not think he is covered since his hypertension does not prohibit him from working, just driving. Our company has a guy that developed a sensitivity to one of the biocides we use. He could not work anywhere in any of the mfg ops since the bioc…
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Pork, We have an employee with a child's certified FMLA on record that requires intermittent leave. A lot of times supervisor gets call late in the evening or early the next morning from employee stating "at hospital with kid, won't be in, mark a…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-01-05 AT 07:11AM (CST)[/font][br][br]"Current users are not disabled under the ADA and have no protection in that regard." Agree, current "drug" users have no protection. Still argue that current …
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Don, clarify for me. My understanding on alcohol/drug addicts is that if they self-disclose to you and indicate they need time off or other accomodation to attend treatment programs, then this falls under ADA and is protected. Now, having said thi…
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I agree wholeheartedly with Pork and Don here. However, I am just throwing this comment out for consideration. Can the employee showing up intoxicated for a surgical procedure be viewed as "refusal of treatment" so that the WC was rightfully denie…
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I personally agree with everything each of you has stated in your posts. Unfortunately, the new policy that went into effect comes from corporate. Some days you just shout to the rafters with no one listening, or caring to.
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Sorry it took so long to get back and respond. Our company does not have a telecommuting policy and as a result, my position has been that if the employee calls in and says she's staying home with child and states FMLA covered absence, I am going t…
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Thanks for the input! I am going to follow-up on this and press for change in procedure.
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I would think your answer would be found from an analysis of what the FMLS considers a "serious health condition." Is drug addiction a "serious health condition"? I don't know. Perhaps a reading of Congress' intent and recent caselaw would give y…
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I am with Don and believe that perhaps Leslie got a little mixed up when she said accomodate the employee for the 12 weeks until the FMLA expired and then term. An employee's position is protected by law under the FMLA for 12 weeks (assuming that e…
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Appreciate the time and thought placed into your response. What is your opinion when considering potential inconsistency of handling such cases on a case-by-case analysis. The committee is leaning the direction of your thoughts as well, but we are…