mushroomHR
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My company is very liberal with their leave entitlements. Our policy states that an employee will be removed from the payroll after a leave of absence of 180 days (with exceptions of course). If an employee is out of FMLA they no longer have job p…
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I'm not sure as I don't have that many people on FMLA at a time. We only have about 200 employees and at the most I've had five people at at once to keep track of. The website may tell you or feel free to call them. They have been very helpful …
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Popeye: I'm glad you can delegate. Unfortunately some us us can't. Management would never have our supervisors keep track of FMLA for their people which is why it all falls in my lap. For those of us who are not as fortunate as you, the JJKeller…
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[url]www.jjkeller.com[/url] has FMLA tracking software. I've been using it for several years and it is a nice, basic, user-friendly program. It's fairly inexpensive as well but I don't remember the cost. Check their website for more information.
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We have an attendance point system that runs on a rolling year basis. If someone is on FMLA their points drop off just as if they were at work. For instance if they received a point on 10/19/04, on 10/19/05 that point would drop off whether or not…
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During FMLA the employer must keep the benefits for the employee however, the employee is still responsible for paying their portion of the premium. If you run FMLA concurrent with WC then you must maintain the benefits. If you do a search of this…
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Don: Could you give us examples please of why you denied some of the applications. I'm merely curious. Thanks.
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If the mother has heart trouble and needs a transplant then that would be a serious health condition she is experiencing that would qualify for FMLA--whether the mother was at home or in the hospital. If it were my employee I would grant the leave.
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As far as I am aware, psychological comfort is covered under the FMLA. The employee does not have to give direct care to the immediate family member, their presence for comfort is enough to qualify for the leave. Please advise if anyone disagrees.
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Thanks Popeye. We already have a Drug-Free Workplace Program and also do random testing. The workers comp program looks very time-consuming. Typically how much of a percentage does it save you in workers' comp premium per year?
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The paperwork was sent out the first day the employee called off sick which was 7/13. I had no idea prior to that day that there was any sort of problem. It's so hard for us HR people to administer FMLA when we don't know what an employee is doing…
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The employee's friend just told me that the employee is still trying to get in touch with the doctor and see if they can be admitted into the hospital. I sent the FML paperwork hoping to force their hand by actually going to the doctor and providin…
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Thanks for your comments but my question is, when do I start the FML clock ticking based on the above information? Or do I? This employee has not contacted me directly so all I'm getting is heresay. We have no attendance policy and I am not tryin…
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See the topic I posted on 5/25/05, subject "ADA clarification". I too had the same question as LindaS and there was some discussion on this subject.
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I would charge five hours as well since he is scheduled to work until 3:00.
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Yes, the time they spend as a temporary does in fact count towards their 12 month employment and 1250 hours worked requirement.
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You did the right thing and someone's life is all the better for your compassion.
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Thank you for your responses. The job this person performs is a machine operator so she could not work from home. During her episodes she can't come to work no matter what job we would assign her to. Also, her condition is a lifelong condition. …
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This employee must miss work at times because of breathing problems. If we deny her to miss a day of work as a reasonable accommodation becasue she can't breathe, wouldn't we be in violation of the ADA as breathing is a major life activity?
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Did you see the moniker is LivinDONSouth. Could it be?
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You aren't heartless. This person knew the rules going into the game. If they can't follow them, it isn't your fault. Don't set the precedent--do what your policy dictates.
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In our company we would pay the holiday if the employee is certified for intermittent FML. I know it can be abused but I wouldn't punish them for using their entitled leave.
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We had a discussion about this in '03. See my original post "tracking intermittent hours" dated 10/23/03.
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The Ohio Bureau of Workers' Compensation states: "Effective October 13, 2004, Section 4123.54 of the Ohio Revised Code requires notice of rebuttable presumption. Rebuttable presumption means that an employee may dispute or prove untrue the presump…
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I have an employee who had this surgery performed. The doctor completed the FMLA certification form stating the employee had a condition that prevented him from performing his job duties. Therefore, I granted the FML. I didn't have a problem wi…
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In Ohio it's covered through workers' compensation even though the person wasn't actively working. It happened on the employer's premises so workers' comp. covers it.
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I was under the impression that inpatient care means an overnight stay in a hospital. I don't believe the emergency room would be considered inpatient.
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Linda: How can someone schedule leave in advance for the birth of a child? They can give you an approximate date for leave but to ask for a two-day notice? What if the baby is late or early? Are you denying their time off because of this? That …
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Just remember if you grant it retro in this case, you must do so for everyone in the future if this scenario comes up again.
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Don is absolutely right in his response. You have no obligation for FML or workers' comp.