mbeam
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We have designated ours as the "Quiet Room" as it may be used for nursing Mom's but also team members who don't feel well (we have a cot and refrigerator in the room). We have it set up on public folders so people can reserve time slots (usually th…
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We combined the two (vacation and sick) and have only one bank and call it PTO.
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[font size="1" color="#FF0000"]LAST EDITED ON 04-11-07 AT 05:27PM (CST)[/font][br][br][font size="1" color="#FF0000"]LAST EDITED ON 04-11-07 AT 05:26 PM (CST)[/font] [font size="1" color="#FF0000"]LAST EDITED ON 04-11-07 AT 05:25 PM (CST)[/font] G…
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Thank you for the advice and reference to previous links. We too are finding that people want to donate to a specific individual rather than a group fund.
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Large is usually determined by the amount spent on your benefits plan relative to health care (at least as memory serves me). Also believe that the dollar amount is around $5,000,000. Judging from the size of your business only, I would estimate…
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We pay 75% for family coverage and 77.5% for single. What you may want to bring into the meeting (besides the info on this forum) to back you up are the total cost expended on health care benefits on an annual basis. In addition show how much the …
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Thanks for the suggestions. We are in a smaller community so going through the local schools is a great idea and will run it past the rest of our exec's.
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We base OT on hours worked only - PTO, holiday, bereavement, jury duty, etc. are not counted towards the OT calculation.
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Linda, would you please send me a copy of your flexible schedule guidelines? My e-mail address is: [email]mcurtin@4imprint.com[/email] Thank you!
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Our 401k investment advisor is very pro-active (which is what we were looking for and why we switched from our prior one). She comes on site when associates are eligible and meets with them. She is also available to meet one on one with any of our…
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We have had this happen and added a personal leave of absence policy to cover this type of situation. Other things to consider are insurance. We have our short-term disability set for 13 weeks with conversion to long-term occuring on week 14. …
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We too have a quarterly bonus plan and have paid it out to our team members who have been on FMLA. We looked into it and the advice we received was to pay it as if they were here (no docking or partial payment).
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I would follow with disciplinary action since you have a dr's return to work and your employee is not cooperating by (a) returning to work or (b) getting a second opinion
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Thanks for the advice. This individual has exhausted all of their vacation time already and will owe us $. What we're going to do is take an average of the last 3 months commission and do the move upon their return (currently out with a migraine s…
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Did she mention any of this in an exit interview? Was her supervior made aware indirectly before she left of the concerns she shared with other team members? Did she take any time off that was not planned? Would she have mentioned her concerns to…
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Yes, thank you for the resource referral. Found good tips on other areas such as migraines.
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[font size="1" color="#FF0000"]LAST EDITED ON 03-09-07 AT 10:08AM (CST)[/font][br][br]What do you do in the case of other associates in somewhat similiar situations? For example, if you have an unmarried father (with or without the mother working f…
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Years ago, we changed our policy and combined vacation and sick into one big bank of PTO. Having been on the other side of it when we had separate banks, would say I highly recommend it. We employ adults why not treat them like the adults they a…
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Sounds like what she is asking for is intermittant FML - this gives an employer more options for approve/deny. One of the essential functions of a job is to be there and am assuming that is no different for Gemma. Would give her a timeframe that y…
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Sounds like an FMLA qualifiable event as pregnancy is covered. What percentage of her job is she not able to fulfill? If being able to lift these amounts is an essential function then would see if you could accomodate to enable her to perform the…
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Other factor to take into account would be the other team members - and whether they would be allergic to the dog.
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You raise a good point Linda. Although this is a bit off the subject header, the three days that the individual is out, does that need to be business work days? We thought it was 3 days which could mean someone who goes home sick Friday and is sti…
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She started here in August so isn't yet eligible for FML. As such, we're wondering what others might suggest for the next step. She'll be out of her PTO time soon and isn't eligible for disability.
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Agree with Gillian - if there is a way to let this valued associate take some time off to bond with their new grandchild, would recommend doing so. In the majority of the cases that we have worked with people when they've had special circumstance…
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I agree with Gillian3 - give the leave but call it something else otherwise you're putting your organization in a position of precedent setting. Would be in favor of a personal leave and implementing the policy and forms into your handbook along wi…
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If you have a consulting firm (like MRA in WI and IL), I would recommend running this past them. If they think it's grey due to the prior allowances made for this individual, I would recommend contacting your employment attorney and running it past…
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We've had this debate as well and decided to go with running the two concurrently after they run out of disability pay (if applicable). As a prior post mentioned, it wasn't popular with all but made sense from a business perspective for the very re…
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You may want to check into whether your employee and her husband have been declared guardians of his brother. In this particular circumstance, that may be the difference. Usually siblings wouldn't fall under this but this seems to be a different s…
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Are there minor children at home that he would need to take care of? This may be a reason why the full 6 weeks was requested also.
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Was the individual aware that she may not be covered under FMLA prior to taking leave? We have found that sending a letter upon notice of pregnancy (either verifying eligibilty or notifying that they aren't eligible)has helped make it clear for our…