njjel
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the original letter says an ee may HAVE intermittent leave, but it doesn't designate that particular leave as intermittent.
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Dear Dzzed - are you saying that she would only be eligible for 6 additional weeks and not eligible for 12 additional weeks? If so who agrees with this? Thanks all!
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.25 extra? You're lucky! I always just let them decide what to give me but in this case my assistant handled it and when the ee gave her both she accepted both.
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Hi Still - The year now is 2008 not 2009 so we would be looking at next year for the expiration date of either document. thanks.
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we use I, II and Senior
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After reading up more on this, I believe whether or not it is ADA depends on how substantial an impairment she has in the one eye. Nothing's ever easy!
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Is this a free test? If not, do you know the cost?
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Nevada could you tell us where to find those online? Thanks!
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Got it! What about vacation time? Does that count as time worked or no?
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so I'm wondering - does that mean that once an ee satisfies the 1250 hours that they don't have to do that each year???
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I recall reading somewhere that if an ee worked for an employer previously for say 2 years, left and returned to work, that the 1250 hours they worked previously entitled them to the leave.
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The ee works 4 days per week, 7 hours per day - total 28 hours per week. Again the question is does she get 12 weeks of leave (which would end as stated above) or does it go by days as in 60 (which would be longer than 12 weeks).
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Yes, it is 12 weeks which is what my question is. If they work less than 5 days per week is the leave calculated the same?
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We verify nothing without signed authorization from the employee.
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Sure. [email]jlutz@lsnj.org[/email] is my email address. Thanks!
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the offer was made to just her and she doesn't have to take it to keep her job it will just give her more education in the field of HR. I'd like to hear other opinions on this one too.
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She's hourly and in NJ the options you mention are not available but thanks for the input.
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Yes that is correct. (So I found out when calling the state DOL) All hours are added together but how the o/t is calculated is a formula they use. We have decided not to allow the employee to clean as it is a nightmare for finance.
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She is not currently on FMLA as she has used her 12 weeks. We have no policy covering this. Let's assume however that she WAS on FMLA leave. Does the employer have the right to request the note come from the treating specialist?
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With our plan if a new ee doesn't submit their enrollment by the first of the month after their first 30 days, they would have to wait for the next open enrollment period! However, we track the new hires and make certain (by bugging them every day …
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When I stated term him on performance, I was referring to "future" poor performance and as always it should be properly documented even if you are in an at will state. Let us know.
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Without the cooperation of your manager, you don't stand much change to replacing him. Will upper management support you if you go to this manager and tell him/her to do their job!!??
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well if he's back to work then that's an entirely different story! do you have a probationary period? If so, I would extend it by the # of days he has been out sick and go from here. If no probationary period, I would base any decisions on his wo…
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Then I would stick to the fact that since he's unable to return to work, you need to terminate him.
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Have you termed other ee's for illness when they have run out of FMLA and/or sick time? If so they I would think you'd be ok to do so here.
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Our union contracts state they pay dues after 30 days but are not covered by the grievance process until successful completion of the probationary period.
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She worked from home 1 hour each day with her manager's approval! Grrrrrr......This has now been stopped.
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If the ee is hourly you must pay them for their normal work hours if it is a required seminar.
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We do previous employment checks before we make the offer lest we spin our wheels training someone who doesn't pass muster!
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thanks for the encouraging words Paul. :-) We shall see what happens