jrzgrl
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[font size="1" color="#FF0000"]LAST EDITED ON 05-08-06 AT 10:42AM (CST)[/font][br][br]Make sure you find out as soon as they can no longer accomodate him so you can get the notification out ASAP.
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[font size="1" color="#FF0000"]LAST EDITED ON 05-04-06 AT 12:57PM (CST)[/font][br][br]nm
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[font size="1" color="#FF0000"]LAST EDITED ON 03-29-06 AT 01:59PM (CST)[/font][br][br]Is it an option for your company to sign up with Verizon for just the one phone? We currently have T-Mobile, but they don't have any towers in the area of one of …
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Following your policy is the way to go. What have you done in the past when WC leaves go on and on? This is why we run FMLA with WC leaves - so that they're not forever on the books and the question of when to terminate isn't different for each pe…
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That's interesting...our LTD is employer-paid and kicks in at the 12 week mark. So as long as the doctor certifies it, they continue on LTD even after their FMLA runs out and they are no longer active employees.
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"If he is a qualified disabled person you may have to extend his leave or provide accomodations. It depends on whether it is reasonable or not." I was going by the statement that the employee did not even think he could come back to work. If the E…
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How long does your STD plan run? Ours is for 11 weeks, so LTD wouldn't even be a consideration at only being out for a month. Have you done all of the appropriate FMLA paperwork if you fall under it? If the EE is certified by the doctor as not ab…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-14-05 AT 10:06AM (CST)[/font][br][br]Are all 1350 of your employees eligible? We have a total of 375 employees, but to figure out this year's percentage I would include only those who had been here f…
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As soon as an EE is off of work due to a work-injury, I notify them that their time is being counted off of their FMLA entitlement. At the end of the entitlement, they are termed. Our policy states that they would receive health insurance as long …
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Do you have a list of WC doctors to which the EE's must go during the first 90 days of their injuries? The doctors on our list fax me a Work Status Summary as to what the injuries and work restrictions are. This is not Protected Health Information…
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If the employee has been there at least a year and has worked 1250 hours during that time, then yes, they are owed the twelve weeks. I had a similar situation. EE went out on one-month personal leave for illness in December since they were not eli…
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You absolutely want to look into changing your policy to a rolling calendar year. Not only did she just start all over on July 1st, but you said the doctor certified this intermittent leave for six to *twelve* months - just in time for her leave ba…
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We don't even bother asking so far in advance. What I find is that expectant mothers may have intentions of coming back, but once they see the baby they can't leave the baby and change their mind (I don't believe there are any laws against that x:D…
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Here is the DOL form we use: [url]http://www.dol.gov/libraryforms/go-us-dol-form.asp?FormNumber=35&OMBNumber=1215-0181[/url]
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In our policy it states that an employee on maternity leave will notify us in writing one month before their return date that they intend to return. Any other kind of medical leave it states they are required to notify us two weeks before. I give …
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We just had a situation like this and as soon as they got close to using up all the weeks, they were miraculously cured! /:)
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I've seen the word "obligation" used in this thread in reference to the employee. It's probably a good idea to check this article out: [url]http://www.hrhero.com/headlines/091203/court-fmla.shtml?home[/url]
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That is how we handle any charging of the employees. As long as our pooled 20,000 minutes (almost 50 phones in the company) are not exhausted, then there are no problems. I didn't know we had international coverage until one employee decided to ca…
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I agree with marc. The EE has 15 days from the date of receipt of your FMLA paperwork to return them to you. At that point you can start counting down the FMLA clock even without a start date or any paperwork turned in since she's already gone out…
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There was a recent thread on AFLAC here: [url]http://www.hrhero.com/employersforum/DCForumID16/830.html#25[/url]
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Posted by Crout: "...don't forget to count it simultaneously as FMLA." Posted by Rockie: "In the case of FMLA, elective plastic surgery would not apply. One of the posters was correct in saying the employee only had to give a doctors' excuse that s…
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We have a union contract, so any changes need to go by them, but currently we allow a 90-hour carryover from contract year to contract year. Our accrual is daily, as well. If someone was not able to take enough time to get down to 90 hours, they ar…
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Our policy allows for the first branch of the family tree, as well. If it is someone such as a cousin they are closer to than their mother, they are free to use their personal or vacation days.
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>Now I know that an >employee is entitled to look for a job >elsewhere anytime she chooses," - They are entitled??? I thought we were paying them wages to work for us, not look for other jobs..." Keyword here being "elsewhere". And in …
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Actually, mine was Human Resources *Director*. x;-)
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Our Executive Director sends all regular FT & PT EE's a birthday card himself - even when he's on vacation. People really appreciate that.
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How is this *not* FMLA?? Multiple surgeries sounds like a consideration for "serious medical condition" to me. Be careful about not counting all that time against FMLA; you could end up with someone taking so much time off that they're out of the …
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Look at your health insurance plans, as well. Our Independence Blue Cross plans have a Healthy Lifestyles program that includes smoking cessation, gym membership reimbursement and baby programs that do not cost us extra.