jmcaa
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Actually, it could be a big deal. What if the job she is doing REQUIRES someone to work 40 hours or more per week. The employer could transfer you to another position while you are on FMLA. Think about the situation from the employer's perspective …
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Also, I'm sure she has had prenatal doctor visits which should have been used to reduce her available FMLA.
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So Dan, what you are saying is that she should put him back to work doing his regular job including setting up the machines, etc. until he provides medical certification, if he ever does!
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[font size="1" color="#FF0000"]LAST EDITED ON 06-22-04 AT 03:12PM (CST)[/font][br][br]Do you require her to get a new medical certification every 30 days? I'd make her work for the FMLA. Is she following your attendance policy by calling in, etc.? …
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I think the words "failed to fill out" and "despite several reminders" should govern your actions. I would make them wait until open enrollment or if they experience a qualifying event they can change. Right now, I would assume they elected to waive…
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Our employees complete a paper timesheet (2 weeks) and sign it. It is then given to the supervisor who signs all the timesheets after reviewing them. We are in KY. We also have employees who take a lunch some days and some days do not or take 1/2 …
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Why didn't you use your EAP to begin with when this situation started? Maybe this could have turned this employee around or maybe he wouldn't have followed through with the referral and then you could have terminated back then. Since you didn't use…
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Correct. He had the 1250 hours with the previous 12 month period, but had not worked the 1 year requirement UNLESS they take into account his previous employment with the employer.
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>No, she's not entitled. Accept her resignation >and determine whether or not the company would >like to collect the health insurance premiums >they have paid on her behalf since she's been >gone. Ditto!
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10, but they only get 8 hours for a holiday.
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Does the EE just have some questions regarding health insurance? Do you know basically what this EE wants -- to complain, to have insurance explained to him, etc.? If he just wants to talk to the HR person about an insurance item I would think he co…
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Cheryl, I was thinking the same thing -- 6 months recovery??? Could she not do ANY work during this time? I would want to know the restrictions and how long they are in play after the surgery. What duties are included in her job description that sh…
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Pork, Doesn't your life insurance policies have coverage exclusions for act of war, or military service? You might want to check that.
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We have 7 employees -- 6 men, one woman. I, the woman, go to Kroger and buy a 12 pack of cupcakes with company money, on company time. Usually for my birthday, someone will go buy the cupcakes for me. Everybody wishes the person with the birthday, …
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If there is nothing specific in your handbook, then you are obligated to pay her as if she worked the preceding Friday otherwise you are penalizing her for taking FMLA.
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If he has been with you "a year or so" and you "cannot see where he did any of that since his date of hire" and if he has been a good employee during that time, I would let him know that the company will be providing him with a new laptop computer …
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[font size="1" color="#FF0000"]LAST EDITED ON 09-19-05 AT 03:23PM (CST)[/font][br][br]what kind of car will you be able to lease, provide gas, insurance, maintenance, etc. for under $375 per month? (4500/12 months) The $375 would have to include ev…
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Thanks for answering! I couldn't tell from your post whether he was supposed to be continually working for you up to the date of full-time employment. I would have recinded the offer also.
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This is an employee of the Temp Agency who was a no call/no show for work.........was he supposed to be working for your company that day??? If so, then recind offer. If he was NOT supposed to report to your company until the next Tuesday, then bas…
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Ditto!
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One thing you also might want to consider, is that when he was hired his salary was probably based on him working so many hours over and above the regular 40 hours. Maybe if he can no longer work the required overtime, you could lower his salary. Ma…
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If her original salary was based on her working 40 + hours per week, then just renegotiate her salary for the anticipated work load.
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We are in KY and it is definitely something our employees look forward to every year! Go Cats!
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Funny you should mention "will he eventually want you to stand in line at the bank, deposit his check, and wait for cash back." I do this every two weeks for my boss and for one of the engineers!
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Me, Me! Can I have that???? x:D
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If you have a CPA who files your taxes, etc. for your company, you can ask them for a retention schedule.
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We just went smoke-free beginning January 1, 2005. What we did was inform employees that our company would institute a Smoke-Free Workplace Policy 6 months before we wanted it to be official. During this 6 months, there would be no discipline handed…
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If you have an EAP, I would recommend them all to the program with specific goals that have to be reached, etc.
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If you have a small company, maybe an employee meeting of everyone would be the route to go. Using the circulating e-mail as an example of what is inappropriate, I would make the point that any inappropriate e-mail circulated throughout the company …
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Congratulations! It takes a lot of guts to give up the current job (where you are comfortable) and take a new job doing something different. Best of luck to you! We will definitely miss all of your sage advice, your experience, and your humor!!!