pork1
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If the child is also employed they are both entitled to 12 weeks leave both would stand alone and the facts, so applied. The mother would be able to have FMLA as the primary care giver to the child and the reverse is true of the mother as the patie…
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GLC: There is only one 12 week period per ee. With physician's certification, I would approve a FMLA leave for the ee for either medical on the mother or "care giving" parent for the child. You may choose to have both running concurrent, thus eli…
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If he does not we do not count >it as FMLA and he would receive an attendance >point under our no fault attendance. I agree with the others you want to count every minute you can as FMLA. The moment he goes over 12 weeks in a year's time,…
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NOHR4U1YR: I would get the documentation for both and I would consider to let them run concurrent. In no way would I consider to let them run the course for greater than a total of 12 weeks. If the wonderful caregiving goes beyon the 12 weeks, th…
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Don: Thanks, that is an eye opener to cause someone to read the words two and sometimes three times in order to draw the simple idea that my fingers are old and slow but my thoughts are still there. "UPDATE" IS THE WORD SPELLED "UNDATED STATUS". …
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HCCADC: I would certainly be moving in that direction, today I would spend time trying to discover what is the ee's present situation. He may have become unable to respond like in the hospital and in a coma. If you can not find a undate status th…
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HCA: If the supervisor is so hot to put someone in the driver's seat then hire a temporary replacement. Is he qualified to drive? An issue that came to my mind is: "is there a FMLA issue with this sick person?" Do not compromise the companies' p…
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S Moll: I, too, would pay her for the time spent in the physician's office on company business. It would only be at a regular rate of pay and not as overtime, there was no work accomplished by the ee on behalf of the company. Her body and mind we…
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Absolutely agree! PORK
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HHAYNAL: A little more information gives a little different take. An EE who already has an approved intermittent leave situation documented then allows you to accept the ee's call to charge his time away for "care giving" to FMLA would be handled …
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NOHR4U1YR: At what point in your HR world of work did this ee get the idea that she "makes claim of tardiness as being FMLA conditional"? EEs make application for FMLA before the fact and we employer's approve or disapprove based on certification …
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[font size="1" color="#FF0000"]LAST EDITED ON 04-05-05 AT 01:19PM (CST)[/font][br][br]STRETCHED2THIN: I agree with both of the above, we do have a formal benefit plan extention of medical leave of absents following a FMLA. We do require and additi…
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GSMILLER: I would refer you to your company policy. FMLA is a federal law requiring employer protection of an ee's job, but it does not cover compensation. We have a company medical leave benefit which runs concurrent with FMLA; our plan benefi…
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FSB AR: From your post, I sense that you do not have a copy of Federal Regulations Title 29 Part 825, The Family Medical Leave Act of 1993. You can get one of these handy dandy bulletins from your Federal Wage and Hour Division located in your sta…
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Well, the HR police have now posted all three. Great day in the morning I thought for a moment that GOD was out to run me off. PORK
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Well this is the third effort to respond, I will blame it on the computer, my previous two responses did not make it! Now, yes Any PHI on hand in this department pertaining to anyone in our company and anyone out side of this company is going to be…
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I have just spent about 45 minutes responding to you message and it did not make the cut evidently because it is not here, so I will try again and see what happens. There is no way to seperate your words from you personally and nor do I wish to do …
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Don: You "personally"???, it is not a matter of being able to seperate you from your words. I do not know how to do that with this form of debate. When I read a posting from someone in our group, who is seeking realtime help for a "individual co…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-07-05 AT 11:19AM (CST)[/font][br][br]AJ: I am surprised that you would post such a strong opposition to those of us who have also been trained and practice the concerns and issues with HIPAA. TWO te…
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KP68: Careful, my words did not say the information is not subject to HIPAA. It is from the perspective once the information is obtained then you and your company are in the HIPAA arena and you must treat the information accordingly and you must s…
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FORUMITES: I have been sitting on the side watching this thing unfold and purposely did not choose to enter due to the hard positions taken by a few. I for one use the DOL Form WH-380 as our certification document and have had absolutely ZERO troub…
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FRANKLIN: Welcomne to the forum! May I suggest that you might want to call your "friendly" Fed Wage and Hour folks and ask them to send you a copy of Federal Regulations Part 825, The Family Medical Leave Act of 1993. I did and they were very help…
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WHATEVER: I believe a company can only count those days, as FMLA leave, which is considered a day of loss due to the inability to be at work resulting from a medical condition or stimulated from any of the recognized reasons for the approval of FMLA…
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KAREN IN NH: You know the law, tell the supervisor what the organization can and will do to protect the rights of the employee and the position of the company under FMLA! The supervisor can tell you her team can not accomodate and she wants a repl…
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SAWYERT: FMLA, a federal law has no requirement for paid time off, it only protects the ee in retaining their position for 12 weeks, while they are undergoing a serious medical condition. If your company is leaving compensation for sick time and v…
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SZEMCUMO: THERE IS A FACTOR IN FMLA THAT MIGHT ASSIST YOU. There is in the law a provision for the company to require a physician's certification of the serious medical condition, which if you use the Certification of Health Care Provider form prov…
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KDSPA: Apparantly, you are totally self-insured up to $1000.00. If that is the case, then you need to pay the ee as a reimbursement or direct to any medical provider, so that you have a clean record of cost up to the $1000.00. With Chiropactor …
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[font size="1" color="#FF0000"]LAST EDITED ON 03-17-05 AT 09:21AM (CST)[/font][br][br]KDSPA: Welcome to the forum. You seem very positive that this employee's back situation is a W/C injury resulting from some accident. Do you have an accident re…
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Don: The words stand as written! We have had three different employees become medically disqualified and terminated due to medical conditions associated with our industry. They were not ill to the point that they could not work in some other indus…
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Then, you certainly should not be concerned about ADA. There has been an accomodation and he is failing in this job due to performance issues and not his medical condition or health. If he is a "good ole boy", then I recommend you find more impo…