smaces_twin
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Comments
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That's good you do the training. It is my understanding, however, that you should designate who is going to clean up blood spills and offer them Hep B vaccs. before they are exposed. If they do not want the vaccs. they have to sign a form that say…
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Do you perform Bloodborne Path training at your facility? If you do, everyone treats everyone as having a communicable disease if they bleed so you have nothing to worry about. If you don't perform the training, I think you need to. Keep the info…
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I don't think you violated HIPAA. If you are in HR, you should be OK to get this type of info. You just better keep it confidential.
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I can only add a little. First you say it's absolutely no problem to accomodate. Then you go on to say the ee's will be mad when he gets special treatment. Sounds like a problem to me. Do you have a job bid procedure? Doesn't sound like it. If …
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[font size="1" color="#FF0000"]LAST EDITED ON 07-08-04 AT 04:11PM (CST)[/font][br][br]On what basis are you going to terminate her? Do you have an attendance policy? Has she just violated that? ADA does not allow someone to bypass your attendance…
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The key is you deny pay for any sick leave, layoff or ANY leave of absence. The argument that you hare denying an FML person pay because they are on FML does not wash because you deny it to everyone that is out. If you denied only for ee's on FML,…
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When I get reduced hours FML request, we determine the hours that will work for our schedule within the restrictions the doctor sets. So, if he states she can only work a certain number of hours, you pick the hours. If they don't coincide with her…
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Transporting your children back and forth to school is not covered under FMLA. I would only grant time of to FMLA that is specifically spelled out on the form. Bottom line, she cannot take time off under FMLA to transport her grandchildren to sc…
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Now Don, you of all people should know that you shouldn't grant FML based on how you feel on a certain day. You should grant it based on specific black and white documentation. We can't let our feelings creep into our administration FMLA.:oo
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I would want some sort of document to back up my decision. Sure you could say the story sounds good, but what about when someone else asks for the same type of leave. If their story is good, you'll have to give it to them.
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If they took care of her day to day activities and provided financial support it could apply. Did they claim her on their taxes and could they provide proof?
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You are correct the current cert. you have has ended. They could now get FML if they have a serious health condition as a result. If they can't get back on their feet by the time your bereavement leave ends I would push them to FML. I know you ha…
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You always have to keep 'em guessing.
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I'm actually the baby of the family. My brother (Alum boy) is the middle child. :~~
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I agree. I'm just being a hard axx. Just wanted some extra perception. Thanks for the feedback. Don, I told you before he and me ain't we.
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The only control methods that I know of are: require periodic recertification (apply the requirement consistently) or get a second opinion. There are certain requirements for both of those, so before you do anything review the regs on [url]www.dol.…
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>When an employee is qualified for intermittent >leave under FMLA (chronic condition), how do you >verify their time off? You can't. When the doctor signs the form and you accept it you have verified it. Can you require >docume…
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Linda gave excellent advise. Do what she says!
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My wife has migraines (I'm usually the cause x:D) so I can sympathize. But a week? I can't imagine.
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Why did you not give him FMLA papers when you were made aware of his outpatient surgery?
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Try this: [url]http://www.dol.gov/libraryforms/FormsByTitle.asp#ListF[/url]
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[font size="1" color="#FF0000"]LAST EDITED ON 05-26-04 AT 03:23PM (CST)[/font][br][br]She is not asking for a fitness to return for duty certification. She is asking for a doctor's note to to verify that the absence was valid. She does this for EV…
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I think you are ok with requiring a note because you require it of everyone. As for FML, are her absences related to the intermittent paperwork? If so, count it as FML. If you are not sure, I would count it as unexcused until I know otherwise.
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AJ makes a good point. Why wouldn't part-time be better than no time? Keep in mind that if her not being able to drive is temporary it would not fall under ADA.
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i disagree that asking about hours is telling her it's OK. Your just getting the info to make an informed business decision.
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If you follow Don's advice, I wowuld get additional FMLA paperwork to cover the other absences. You could also discipline for failure to call in as long as you have a clear policy stating such. They may appease the supervisor and you may have a wi…
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Bad policy. You send out FMLA papers when you have enough info to determine that it may be FMLA. Don't care about the number of days.
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I'm not into the hand holding and I'm not into the public humiliation or punishment method. I like giving managers something of value. Then they will buy into it. If it doesn't serve a purpose or add value don't do it. You're hounding them for r…
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An ear infection can absolutely fall under a serious health condition if it meets the requirements of absence plus treatment.
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I wouldn't give him a copy and I'd also tell him thanks for showing me how correct I was not to hire you.