lorrie
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That's great! Has yours always been this low?
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I am not aware of any timeline for doctor bills, so I would like to know too if someone out there has an answer. I have had this same thing happen, receiving bills several months after the service. I just notify the doctor's office that I keep a rec…
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We have had problems with the accuracy of our experience mod also. Your agent should be able to deal with this for you. If they are not successful, I would start shopping for a new agent. In the meantime, there are companies who will audit your pas…
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Our employees pay a share of the health insurance premiums, and anytime they will miss a paycheck (FMLA, work comp, or any other leave) they must pay the company their share of the premium that would normally have been withheld from their check. I h…
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I agree that you should contact your work comp insurance agent and tell them everything you know, including what you suspect. They should investigate for fraud and insist on the independent medical exam. As for the ee avoiding calls: we have a pol…
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I understood your question differently. Did you mean that the employee could not return for anything, NOT EVEN sitting duty? In my opinion this changes the situation. If this were one of our employees, I would definitely check the situation further …
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It is nice if your company is able to accommodate the earlier date, and can be consistent with other employees with similar requests, but I would not consider the earlier date as FMLA qualified leave without a dr note indicating that it is medically…
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To be eligible, employees must have worked at least 1250 hours during the 12 months prior to TAKING FMLA leave. (Not prior to ASKING for FMLA leave.) So look at the date you anticipate the leave will actually begin, not when its requested.
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Aside from FMLA, do you have an attendance policy that would allow an employee to take a week off for personal reasons? We have a point system, and taking a week off for personal reasons would cost the person 3 points (they are allowed 12 points pe…
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I agree with HRAMERICA. Start the new clock on the first date leave was started on the previous year. If that employee took all 12 weeks together and it ended on 10-30, then it probably started around August 8. That is when their new 12 weeks of el…
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We have >150 ee's and our 'company dr.' is an occupational clinic that we have made arrangements with. They see our ee's the same day we call them for drug screens, DOT physicals, and work comp. We communicate regularly with the dr. so that we ar…
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If you have an established attendance policy, you should follow it. In our company we would show 2 days absent: depending on the reason he gives (or proves) the first day would be excused with 1 pt or unexcused with 3 pts; the second day was prea…
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I agree. Providing previously recorded tapes to help in a specific situation is different than allowing real-time, all-the-time viewing. I would not do it.
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The answer is incomplete. The question is "Can we fire Irene?" The answer is YES. It may be true that you cannot fire someone FOR FILING a w/c claim, but you CAN fire someone who does not follow safe procedures, etc. If the employee is constantly …
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In that case, it seems to me that you ARE hiring for the position, and you have determined that the most qualified applicant is the previous employee. No problem.
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I'm not a fan of a widespread policy for this stuff, unless it becomes a widespread issue. The offender doesn't always know that they are offending, so they won't see themselves in the newsletter. Whether the smell originates from the body or a bot…
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I agree that this should ideally fall under the supervisor's role, just like any performance issue. But it doesn't always work that way. You decide what works in your company: if you can train your managers, great! If not- be kind, be sensitive, but…
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A professional HR person should not have to resort to 'a secret note and Altoids.' I realize it is a sensitive subject, but it is part of your job. Be kind, be sensitive, but be direct. Lay the cards on the table and tell it like it is (in a private…
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I think there are 2 issues to clarify before you go back to this ee: 1) how much time should she be allowed to miss and 2) how much of that time should be paid. 1) You need to create a basic attendance policy to help you be consistent. This helps t…
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The 'checklist' type approach is good for preventing this type of thing from happening. You will just have to devise a system between yourself and the payroll office to make sure the communication happens. I have a notebook that I use to track mont…
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Is it your intention to give the mother 6 weeks paid regardless of whether it is a birth or adoption? That is generous of you, but could cause problems is an adoptive father wants 6 weeks paid also. Our company does not pay for bonding time, althou…
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I like this idea. Puts the responsibility, and the consequences, right back on the supv.
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It seems to me that using a rolling year, you look at a different time frame for every date of leave requested. To determine eligibility on 9/17/05 look at the time frame from 9/18/04 - 9/17/05. To determine eligibility on 9/18/05 look at the time…
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If I had received a response like #1 above, I would take a step back and think, "Am I that naive? Could the situation be THAT serious?" instead of getting offended. The response gave you a scenario that it does not appear you have thought of. That i…
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Not too long ago a female employee came to me with the same sort of complaint about a new male employee. I called him in, with his supervisor present, and told him that a female employee complained of being uncomfortable about the way he stares at h…
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We pay our outside sales team twice per month: a mid-month draw, and then balance of commissions at month's end. A few of them have requested no mid-month draw, only their month-end commissions, and our payroll dept. does not mind doing this for the…
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You'll love this. I spoke to the ee about FMLA when this all started and he said something about how he was not going to mess with that crap. I mentioned to the president that I wanted to force the issue on the paperwork, or atleast give ee a writte…
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I also agree with the others. Both pre-employment and random would be nice, but don't give up pre-employment. We do both, and our positive numbers look something like this: Random positives: a few over the past 5 years Pre-employment positive…
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I agree. You need a written attendance policy that spells out how many absences are too many. We use a point system that assigns points for each absence, and when an employee exceeds points they are terminated. If/when they qualify for FMLA, those a…