pork1
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KIZZIE: Do you have some dooziers! I would send all direct deposit accounts with a special notice for verification of address information and other data that you have on the retiree. I would send it by registered and return receipt required mail. …
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CINDYP: That is where the adjustment and higher premium pay comes in. If there is no wage to deduct the insurance premium from, your company pays it and when the individual is returned to duty, be it light duty or regular full time duty, you figur…
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GLC: That would be determined by the plan document. Have her read the summary plan description or the plan document itself for the answer. PORK
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KIZZIE: I would make contact with my 3rd Party Administrator for consultation on the companies ability to charge a higher premium to smokers! I know for certain that you can offer to all employees a special loan program for the smokers and non-smok…
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BETHGG: As an HR I would have discussions with the senior leadership and develop with her/his manager an Action Plan for emprovement of performance by the individual ee. Then get the agreement for action by the responsible supervisor/manager and b…
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VS: Have you gotten your on copy of Federal Regulations Part 825, The Family and Medical Leave Act of 1993. You can get one from your DOL folks for free. Listenning to attorneys is good, but they some times do not speak HR language. This booklet…
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ALL: This reads to me to be a failure to communicate. I believe that, from above posted threads, we have a senior leader who has come to the realization that she/he is "Peter's Principle example". She/He has risen to levels of incompentence and h…
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SamanthaQ: This is good advise, HIPPA gets involved with our ability to talk with medical authority, therefore, it is good advise to let the ee do the running and the threat of not being able to approve the application, should get the ees attention…
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From what all treatment I've seen, >his condition may or may not qualify for FMLA >protection. > >My question: how long do we have to accomodate a >reduced work load? ATRIMBLE: I do not understand you concerns for the tre…
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W/C trumps FMLA running concurrently, it simply wipes the FMLA off of the books for further protection should the W/C end and now the ee applies for FMLA. This is our circumstance, but fortunately, we have never had this to occur. The owners would…
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EVSWIFE: I have read all of the above and I do not understand the difficulty experienced. When requested we figure out the drop out sunset date and put that into the letter of approval. As the FMLA progresses we simply mark the date on a spread sh…
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I concur; but remember that medical coverage of any kind is not a part of the federal law pertaining to FMLA. This law only protects the job in which the person is assigned for up to 12 weeks. Whatever you do be consistent and fair. If you give i…
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I concur, I'm sorry I'm coming in late on this one. In our case the employee would have already terminated herself because she did not return on the first day after the FMLA finish date. 12 weeks is the maximum without application for additional t…
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I understood his FMLA is finished; therefore, he has become medically disqualified to perform the duties in addition to the poor performance issues. It is time to call a spade a spade and issue the seperation of employment proceedings which is in a…
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CINDYP: Stick with your policy and procedures as it is written. If this is wrong for your company then change your policy and procedures and re-publish to all employees. PORK
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T: I would not mandate it, but I would allow the individual who desires to use up Leave and/or sick time awarded for the full 8 hour days! However, make sure your carrier is informed of what you are doing, because they are responsible to ensure th…
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SAWYERT: What does your policy say? Ours reads that probationary officer visits and AA meetings of any kind are at the expense of the employee and the ee is expected to be at work sufficiently to retain his/her full time regular paid employee cred…
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SICKANDTIRED: What is the purpose of your question? In 28 + years in HR, I have never been asked to pul up this equation for any purpose. PORK
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We handle that concern with our medical leave policy, which is where the money is in association with FMLA. Under our medical leave policy maternity is for 6 weeks only, unless there is a c section, with physician certification we can extend the ma…
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OWLBYRD: Whoa nellie, welcome to the forum, I hope we can help. First of all your carrier will be appointing an attorney who will handle all of your concerns. You simply respond to his needs. Like the others, if you have a good written policy and…
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FMDi: Welcome to the FORUM. You can probably contact your insurance carrier to ascertain which condition W/C or personal injury liability. In W/C it may keep any liability from rising to astronomical amounts based on smart "Lawyering". Personal …
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IASWY: Welcome to the HR Forum, glad you asked: In workers's compensation claims there is no limit of time; however, we all push to get the ee back to work in some configuration, as soon as possible. My current employer does not terminate a W/C e…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-23-05 AT 01:25PM (CST)[/font][br][br]DON: Several companies ago, we contracted with a "personnel company" out of Jackson, MS to manage our employment and training employees for the first 90 days of t…
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I also concurr, and would even go so far as to set up my video camera to tape the sessions with everyone's full knowledge that the session is being video taped, and that at anytime any party of the session wishes to "go off video taping", then I wou…
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NETRN: But, how does that tie into the Family Medical Leave Act (FMLA)? You should use all hours worked for the calculation of eligibility for FMLA. Hours worked in one week are just that, for pay purposes. In a given work-week you may reschedule…
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NETRN: Now, how does that tie in with your FMLA concerns? Are you asking me the employee, who uses FMLA hours out for treatment, as justifiable reason to be away from the work site, to make up the hours used for the FMLA during the week-end? It w…
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NETRN: Maybe we are not understanding what you are referencing as "weekend call offs can be required makeup time". Maybe you might be referencing what days in relationship to FMLA that could be included as an FMLA situation. If your company is in…
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We do, based on our "world of work" punctured skin becomes an entrant point for germs. Anyone injured on the job must report the accident prior to leaving the work site today. If reported tomorrow, one violates company policy and they are briefed …