jmcaa
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Linda, Our Flex Plan states: "Minimum Check Amount of $10.00 - Expenses less than $10.00 will be carried forward until the total eligible claims submitted exceeds $10.00, or the end of the plan year, which ever comes first." Regarding the reimburs…
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Look in your health insurance booklet to see what the eligibility requirements are. Our plan is only offered to full-time employees, but each plan is different.
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[font size="1" color="#FF0000"]LAST EDITED ON 08-28-03 AT 03:11PM (CST)[/font][p]I called 1-866-444-3272 DOL and talked to Michelle Delecav about this. She did not think that was the intent of the Cobra Law. She said our responsibility to the Cobra …
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We have paid time off (vacation, sick, anytime)at the following levels: 0 to 2.99 yrs = 12 days; Max. Carryover 30 days 3 to 4.99 yrs = 15 days; Max. Carryover 30 days 5 to 9.99 yrs = 18 days; Max. Carryover 36 days 10 to 19.99 yrs. = 21 days; Max. …
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I agree - I would have them use their PTO for time off.
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Get her FMLA request and let her complete the dates needed, then get the certification papers. If she qualifies for FMLA then she qualifies. However, her performance issues that you mentioned -- have they been documented? I would remind her at some…
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About the "certified service animal" -- let her know that SHE also needs documentation that this certified animal is assisting her for her condition. I can see it now......she sends the dog to get certified for, say, helping blind people then comes…
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Employee on FMLA is treated EXACTLY as if they worked during that time. FMLA CANNOT be a factor in your decision. Treat that employee as if they worked during that time and have that experience.
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If you are responding to a charge from a former employee, who don't you get an Authorization from that employee to release their information to you? The HR person is covered because they have the release.
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Since you only have 38 employees you are not subject to FMLA. What does your employee handbook contain regarding leave time (sick, vacation, absence, etc.). This should be the rules that you operate under. If you have sick time what are the rules fo…
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If you know for a fact that he has all of this going on, you should go ahead and put him on FML. Send a letter to his address stating your company has put him on FML as of this date because of his own serious medical condition. You could also send a…
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Quick question - When you completed the Employer Response to Employee Request for Family or Medical Leave (Form WH-381) what did you mark on #5 regarding payment of premiums? This is the sheet from the US Department of Labor which will govern how yo…
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Thank you so much for your reply. She just had to go to the doctor again (yesterday) because she was not getting better. I'm sure her supervisor will treat her badly when she does return to work.
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Yes, I am amazed at the lack of professionalism in her organization. District Manager yells at employees in front of customers, Store Manager has NO idea how to treat employees and therefore, Assistant Managers treat employees just like other two do…
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Excellent answer Gene! Our attorney advised us of the same. Employee has to return to work for at least 30 days to be considered as "returned to work."
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Just being HIV Positive doesn't automatically mean its ADA. As the illness progressed to where it was limiting major life activities then it would be ADA.
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>We have an supervisor who is on intermittent >FMLA and he is getting close to using up his 12 >weeks. He is out sick FREQUENTLY and therefore >has an attendance problem. He knows he is close >to being terminated and now tell…
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Hopefully your FMLA period is set up on the "rolling" method and not the yearly method!
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So were you contacting the physician as the employer? Or did the employee tell you that's what his physician said? If you were the one contacting the physician as the employer then that's why he told you that. Only the employee is allowed to contac…
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CindyG, You don't mention whether your company has an employee handbook and what it states about the FMLA and Leave of Absences. Most of our locations are under 50, BUT in our handbook it implies that our company allows FMLA for qualifying conditio…
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Pork - you stated your employee "preferred to take vacation and sick leave and get paid a full pay check rather than our STD pay." -- she should have been put on FMLA regardless. It is the employers responsiblity to charge time against FMLA. The emp…
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You state that you "currently have a maternity policy that will cover her for 4 weeks (3/1 - 3/25) of paid leave then by that time she will have accrued another 2 weeks of vacation which she plans to use (3/26 - 4/8) plus some unsed sick days (anoth…
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I'm agreeing with Mark also. We had an employee who was only working 30 hours per week, qualified for FMLA, took time on an intermittent schedule. I contacted our lawyer and you go by the 12 weeks of their normal work week, therefore if she was off …
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>Yes, he does meet those requirements. I have >another question... He will go on intermittent >leave? I haven't spoken to him yet - I just >want to be sure that I am following the >guidelines properly. > >Thank you! …
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I think that is an excellent idea. Maybe our company is not so hard-nosed, I can't see the problem with him taking the two leaves. Unless there is some problem with production, etc. I'd let the guy have two separate FMLAs. Parental bonding is an a…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-11-05 AT 03:23PM (CST)[/font][br][br]You can take FMLA for caring/bonding with a newborn within the first year. Intermittent Leave means a day here, an hour or two there, a change in your regular work…
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It would probably depend on how the employee gave the notice of intent to retire. Was it written? Who did employee inform? If you have information that he is retiring on Dec. 31st, then the FMLA can only last until that date. Normally, an employee …
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Along the same line, if an employee (male) takes off 4 days (as vacation time) after the birth of a baby, doesn't that have to be put under FMLA?
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Did this employee just miss a day here and there, or was there a time when they missed 3 days or more? Did they give you any indication that this would be a qualifying illness when they missed or did you have any information that would inform you of…
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Also, I would let her know that at the end of the 12 weeks of FMLA, if there are no any extenuating circumstances, and she decides at that time to quit, you may charge her for the employer portion paid on her health insurance for the entire 12 weeks…