juju
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No offense taken, Don. I really appreciate all the candid opinions I have received. My boss and I agreed that I would post this question here and let the feedback fall where it may. In answer to your question (and in defense of my boss), he is ho…
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Thanks everyone for the informative replies. I showed them to my boss and I think he got the point. The employee in question did share the situation with her supervisor on her own, and the supervisor has been very supportive. Again, thank you to …
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Thanks for all the replies! He says that it is important information and it would be wrong for us to withhold info we have from her supervisor. He thinks the supervisor is entitled to that info in order to run his department as best he can. My bo…
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After reading your post, I certainly would "quibble" with the 30 hours issue. She is not eligible for FMLA or the job protection it provides. Now if your state has a more lenient law or your company wants to grant a leave anyway, fine. But it wou…
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I just listened to a pretty good seminar on this topic. The moderator explained that employees who are NOT FMLA eligible but BECOME eligible after already going out on some other type of leave actually get a better deal since their 12 weeks starts …
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Thanks for your quick response! Sorry to be a pill, but I didn't see anything in those regs that says each spouse gets 6 weeks, only that they get a combined total of 12 weeks (assuming both are eligible, etc.). I am just trying to clarify because…
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Don, can you please clarify the six week limitation on each parent (if they work for the same employer)? I was under the same impression as PA HR that husband and wife were entitled to a total of 12 weeks but not that it had to be 6 each. Just cur…
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I remember a post similar to this a while back. If they are not married I don't believe he has any entitlement to FML time to take the mother to the doctor. Even if they were married, this would be iffy. Of course he can take time after the birth…
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In a case like this, we would definitely provide the employee with FMLA forms for the adult child's doctor to complete. The form would need to be completed for us to grant the leave. Our form has a special section concerning whether care is needed…
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Did I see this post before? Feeling a bit of deja vu... But who knows, it's been one of those days... In this case, you can't force someone to take up insurance deductions. Under a section 125 plan, going on a LOA can be a family status change e…
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Nothing should be designated FMLA if the length of service and hours worked criteria aren't met. Pregnancy should be treated the same as any other health condition. Now if the employee WAS eligible for FMLA and went out early due to pregnancy comp…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-07-03 AT 11:26AM (CST)[/font][p]Since the employee doesn't qualify for FMLA, I think the answer to both questions would lie in the policies your company has in place governing medical leaves (the fact…
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Oops, sorry - I missed the part in the original post about the employee already working the 1250 hours. Thanks for the clarification!
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This is my first post but I have been lurking for quite a while and have to say these forums provide great information AND are so enjoyable to read! Wouldn't the employee's FMLA eligibility depend on whether she had worked enough hours (1250) pri…
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Thanks for the feedback! We were running into a problem when employees were not renewing their DLs in time. They cannot work without valid DLs and supervisors requested to know expiration dates ahead of time in order to create some contingency pla…
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Just to clarify, exemptions on a W-4 are not the same as personal exemptions claimed on a tax return. Those who complete the optional worksheet at the top of the W-4 always seems to claim more exemptions on the form than those who do not complete i…
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Do you have anything in writing from him? You can show the date he stated he was leaving to counter his claim of being fired. When someone makes comments like that to us, we always ask for a written resignation. It definitely makes it easier from…
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I agree as well. Don't you have any policies about the relationship between supervisors and employees? We have had employees refer (and have hired) their partners but never into a position they will be supervising. Regardless of any gossip, I thi…
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I have also been there/done that. I found it to be extremely successful as did my boss. I pumped in my office (just put a blank sticky note on the door). I used that time to check email and return phone calls so no productivity was lost. For tho…
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Just to clarify: your company policy states "one year." Is that a rolling yearor calendar year?
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Well my boss likes to check the forum occasionally too (even though he is not a regular poster), and I can't see him giving that up totally so I can have the membership. Nor do I think he should have to. This forum has been such a great resource f…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-25-04 AT 11:07AM (CST)[/font][br][br]Well, I guess I'll be out. I am really disappointed about this change. My boss subscribes to the Law Letter and circulates it through our dept but does not parti…
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I agree that misconduct can be quite difficult to prove. We have termed several employees who were caught sleeping on the job (sounded like pretty gross misconduct to me). They were ruled eligible because we could not prove they were sleeping rath…
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Because most of our jobs are physical in nature, we require pre-employment physicals. We use the same occupational health clinic for all prospective employees. They have job descriptions on file for all our positions detailing the amount the ee mu…
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I'm not Tish (who this question was directed to) but, like the original poster, I work for a non-profit. All of our positions are budgeted (and reimbursable by our funding agencies), so creating a filing job for an injured worker would not be possi…
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We don't get into specifics either for the same reasons Crout mentioned above.
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In our organization, yes. The 3rd shift ee would have the same hourly rate as a 1st shift ee with similar experience, duties, etc., however the 3rd shift ee's check would be higher due to the shift differential. Ours are added separately on the ch…
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We consider FT 40 hours per week. Anything less would be considered PT. Our employees must work a 40 hour week to be eligible for benefits. We do not offer any benefits for PT employees. As a previous poster stated, the qualifying hours for full…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-25-04 AT 10:44AM (CST)[/font][br][br] The criminal check form we use for the PA state police asks for all that info (DOB, SSN, race, previous names). We are also required by our funding agencies to s…
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This is interesting. I read this a bit differently. The way I understood it was that the ex-employee was entitled to 18 months of COBRA (for example) and the employer didn't remember to term their coverage until, say, 24 months. I didn't think it…