mrsbowden
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Would anyone care to share their policy? I am trying to write a policy using hours for our handbook. POPEYE..again good explanation...I had to explain this to my boss 3 times...he never understood it until I read him your email. Thanks again all!
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Marc, Thank you ...great explaination! I will proposed this type of FMLA tracking to my super! Thanks again! Anyother forms of FMLA tracking are still invited?!
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Popeye, Thanks for the insight. Again, I understand the concept but I am still a little uneasy how employees would react to this....Does it work well with your company. Also...for salary employees we do not track how many hours they work a week do…
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Marc, I understand your determination of hours, but if we are only giving some employees x amount of hours b/c that is what they normally work ...are we ignoring the 12 week entitlment state in the FMLA. I guess my question is ...Isn't everyone ent…
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SMace..I don't why I didn't do that...#-o I know I have some people who don't even work 8 hour days so just taking that amount of hours would make more sense. Thanks...Anyone else want to share
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Thanks cthr...I was thinking I would get the DEPENDS answer x:) Thanks again!
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Thanks a bunch Betty!
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For some reason borntexan I have not been able to email you. It will not deliver. Is your address current as typed above?
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I agree with cthr. Once you do it for one person you should do it for all...in order to be fair and consistent. Eventhough, you may not want to you should issue FMLA from the first day missed when ever it is.
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Thanks guys once again for your great input. As of right now we are anticipating her wanting more time since the date of return to work she wrote on her request form would have made 14 weeks instead of 12 weeks. So I sent her a letter stating what…
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Thanks Don D. This is out of my element so one more question, if you or anyone can help. I was told she had a "special needs baby" I am not exactly sure what that means and if I need to be looking into ADA. Any suggestions, comments guidence her…
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I had a quick question about this. Eventhough his FMLA expired if you were to require him to provide a medical certification stating when he could return and he did and it state another month...wouldn't you be looking a lawsuit? OR b/c FMLA has e…
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One added note..if you choose not to grant the additional 10 days and terminate..be sure you hold fair and consistent in the future, to avoid any possible litigation. x:) Good Luck
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First, I would not terminate ..I would grant the 10 days especially if you didn't get a medical certification when she left and I would REQUEST a release to work before or on the return day. Under FMLA you have the right to terminate someone once t…
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I agree...stick with the current date (don't back date) but send an offical letter confirming the start date of FMLA...I like to send by Certified Mail. x:) Good Luck!
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I agree with Don. Our policy says An employee on an approved FMLA leave for their own serious health condition all accrued paid sick leave must be utilized. If FMLA is granted for the birth of child or Family member serious health condition then al…
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I think here it has become a trusting issue. I work for Private educational institutions and I just don't think the higher ups here would go for it.
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Don D, thanks for the insight..I understand your point of view and you have me convinced that it would probably bring more trouble monitoring etc. than it is really hurting the companys productivity etc. We will see what those above me think next??…
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Don D - My supervisor feels that if you are out on leave it should be for one of the stated purposes and not to work at another job, hence taking away from our company time and resources. Therefore, by banning Moonlighting for all types of leave m…
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Just to clarify..I read some of the past posting on this topic and everyone seems to have different idea of how the law works in these case. Does anyone have a source of the law to refer to. From what I read...We can not prohibit ee's from moonl…
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NO, but he wants one really bad..I think I may have to break down and get him one soon though. Do you know if I can buy one online?
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I do have to admit, my husband is a cheese-head at heart, LindaS
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I would charge her for it but also take whatever Disciplinary action is set in place, BUT be clear the action is not for taking FML but for not following procedure for reporting time taken.
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I agree with Linda, eventhough the ee is FML they are still required to report absences as stated in your policy or preformatted plan (which I would have in writing, stating that if they do not follow these reporting policy disciplinary action can …
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Tina, We just finished FMLA training at each of our locations and only trained Supervisors ( we expect supervisors to train ee's) but like stated before this doesn't normally happen. If I had it my way we would train ALL ee's on FMLA including non-…
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I actually found the software package that you used mushroomhr...Does anyone else have any other suggestions. As affordable as I think this software is my manager will NOT! Also any have any example spreadsheets they have created?
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mushroomhr which software package did you purchase...typically how many FML do you have to track
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I thought so...Thanks a bunch! x:)
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I hear ya! Don D. you make a GREAT point, if only I could put it as articulate as that
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Thanks guys...the thing is I am somewhat familiar with this form (know what is is for not when all to use it) and feel that we SHOULD require all ee seeking FMLA to have them filed but some people do not agree, so I wanted some other input on the si…