sonny
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I am assuming ED is Executive Director. I know we operate under a 2 year statute of limitation. I agree with Balloman. Let her go back to the Dr.
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I would do the same.
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I agree with Don, when it doubt, file it. Let the carrier make the determination from there.
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We allow them to go and do not charge their ST.
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Our program runs identical to Don's with the exception that our limit is $50.00. It has worked for us as well.
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We require it, but offer up to $50.00 a year reimbursement.
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I don't know about OSHA, but where I worked previously, to comply with accrediting bodies, we held drills quarterly. We had a plan ie where people were to gather outside the building, procedures ie re doors, windows, accounting for folks, lengthn o…
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We would turn it in to our carrier so it is on record should something come up in the future..although I am wondering if "coming and going" would apply?
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Depression and bi-polar are not the same dx and I (just me) would not be happy if I told my Director something that was then shared. Anyway, that is another subject. I am still confused about the comp. time? How are they proposing defining it? I…
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Sorry, your post came in while I was writing. Now I would really focus on performance. If she thinks there is nothing wrong you could talk to her til hell freezes over and it will not likely change. What about EAP? Am sorry for your trouble. Th…
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the first thing I would do is focus on her performance. If you have an EAP try to hook her up to that up. As to FMLA vs comp. .how do you define your comp. or is it flex? I would look to your policy. Perhaps, depending on my relationship with …
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Our policy is the same as Marc's
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Do you think all people should act like sheep and refuse to question something for which there is no logical foundation?I had no idea that working in HR means you are disallowed from asking questions and pointing out inconsistences. Not at all and …
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Sure, I like that even playing fieldx:D
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Girls?x;-)
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I'm confused, maybe you can clarify. .how are you running his FMLA concurrent with WC if he was released to work full duty?
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Ditto the others. Not being consistent will get you in hot water. . just a matter of time.
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Good boy. Your noon meds will be there directly x;-)
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Look down about 4 topics and there is a discussion on fmla for minor ee. . there is some good information there.
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It's in the same book with Grayhound therapy. Not widely published. x;-)
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We tried, the union wouldn't buy it.x:-(
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It wouldn't be your job, but if I was the clinical manager/supervisor I would be calling those parents and apologizing right and left. I would offer to take the case personally. Isn't there an old saying about if someone likes your services, they …
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I agree with your E.D. It sounds like there is some good documentation/history, but I do like "clear and final warning"s. When she slips next time, let her go quickly. I have little tolerance for CM who leaving their clients hanging like this and…
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Hind sight being 20-20, I will note that had you not allowed the retraction of the resignation you wouldn't have all these problems x:-)
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Ana, I do not have the definitive answer but a million years a go when I was in VISTA we were viewed as "employees" of VISTA (we did get a living stipend)not of our host agency. Our term of service was only one year. I have no idea how things may …
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Please tell me your experience with that CFO was back in the 50's! I'd have to shoot him. (figuratively not literally of course)
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Count me in with the others. Don't disclose.
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I don't have any medical training but I think it definitely could from a physical/chemical standpoint...it would also (obviously) prohibit her from getting pregnant again ..and if the babies are causing the depression. .There are some facts missing …
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[font size="1" color="#FF0000"]LAST EDITED ON 10-07-03 AT 03:58PM (CST)[/font][p]I agree with PA..If going to church cured mental illness I am sure there would be a lot less of it..It is good that you recognized the inappropriateness of your comment…
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Thanks for the additional info.