jimbomt
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as never mentioned, I would check your state law. In Montana, ours is much more liberal and beneficial for a pregnant employee.
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[font size="1" color="#FF0000"]LAST EDITED ON 01-13-06 AT 10:36AM (CST)[/font][br][br]Based on my understanding which we have discussed here before, and on the new rules, I believe Larry is correct? Limited to full day absences, unless he/she has ac…
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After having experienced a similar incident personally which we won, removing him as supervisor makes total sense. My point: since she made a verbal complaint, I believe the situation needs to be investigated and resolved by HR. She should be given …
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Out of curiousity, how would you handle the situation if the employee was still employed?
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Seems like clocking in and out would defeat the purpose of classifying folks as exempt?
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As stated in post #8, given the circumstances and maybe otherwise, that is eggzactly the decision at which I would have arrived
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Our policy allows a 90 day LWOP after exhausting sick and vacation time. (FMLA does not apply to us) During any LWOP the employee is required to pay their own health insurance via COBRA.
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We are currently completing a RIF, consloidating services. To be safe we ranked affected employees on objective criteria and arrived at a numerical score for each employee which became the sole criteria for continued employment. Used seniority, writ…