stilldazed
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Comments
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You must have taken your "make-someone-feel-good" pill today. It's working, and thanks.
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We do the same as Rockie. Because 3 continuous days is a trigger point and the employee's calling in to a supervisor (usually not the HR Dept.) is enough to satisfy his/her request responsibilities, I send papers and make a tentative designation fo…
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I hope he isn't, too. Good job!
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Sounds like you are mixing issues. Separate the issues, and maybe things will get a little clearer. The FMLA side is that he has a medical statement certifying a restriction, and he's either eligible for the protection or he isn't, (which doesn't …
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This is interesting dialog. My company is currently harvesting the fruit of an overly generous approach to LOAs--basically open ended for whatever length of time the employee has medical certification. I've seen examples of a handful that went ove…
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Interesting situation, and I agree with reducing your situation to facts only. Frustration is the nature of the beast with HR work and should not necessarily be part of your decision-making process. I would also agree that you potentially amend yo…
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We stick with the DOL definition of serious health condition, whether it's the flu or not. To administer FMLA, all you need to know is that criteria were met. You don't need the diagnosis. In-patient confinement from Day 1, 2, or 3, or absence be…
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One more professional opinion probably doesn't matter at this point, but I agree that keeping the diagnosis quiet is part of HR's responsibility. If the employee chooses to share, that's the employee's business. Do you have a company policy that s…
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Contract language on your disability insurance should dictate whether a claim for disability is filed. If the need to be absent on a continuous basis is legitimate and accompanied by medical certification, and the absence also satisfies specifics f…
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Another option, which might be a little simpler to manage, would be to start with a tentative FMLA designation of four weeks, notify the employee that the tentative designation is based on a vague/inconclusive description by his/her physician, remin…
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Unless there is something state specific, I don't think there is a federal privacy issue with the expiration date. The DL # itself, but not the expiration date. As far as your company goes, the info is part of your employees' files, and your files…
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The forum is a great place, given the access to so much practical experience and knowledge.
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We do not include definitions, but a class I had a few months back on policy development advised that definitions and sources should be included for each policy. To abbreviate the process and allow for potential changes at the source, I might be w…
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I also agree with the above posters. We've had instances of of warrants being served at our place of business for employees. There is no obligation to contact a police dept and let them know that your employee on on duty, but if you get a call or …
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We have some staff who function as 911 dispatchers among other things, and I categorize them as support staff based on the idea that their jobs keep them stationary, sitting at a workstation, answering calls, referring calls, calling services (inclu…
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Agree with other posters. Don't give the advice. We don't, and I'm clear with staff that I cannot and will not make their decisions for them. I'm always happy to explain, provide information, answer questions an employee may have (or try to find …
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A lot of folks may feel differently, but many HR issues are clumsy by phone. I would not opt for a phone meeting. As for the debate on whether to meet or not to meet, it is interesting to see the two points of view. The argument not to go throu…
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In similar sitautions, I have chosen to proceed with a meeting. However, what you do should depend on your company's position and precedent. I count it as an open door policy issue. If you decide to go through with the meeting, I would suggest so…
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If you could provide a summary or list of job responsibilities, including authority and supervisory responsibilities, it would be easier to help you. Also, what your company considers to be credentialling requirements for the position would be help…
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As joannie suggested, you can require English to be the primary or business language in your work environment, but with 60% of your workforce Hispanic, I have to ask a question: How did you get to 60% to start with? That's a majority, which would …
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IEEE might be a good start. Go to ieee.org for info. "A non-profit organization, IEEE is the world's leading professional association for the advancement of technology. The IEEE name was originally an acronym for the Institute of Electrical and …
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There is a sample at this associated with this forum, under HR Hero Answer Center.
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The Florida w/c statute is Ch. 440 and can be viewed at [url]www.flsenate.gov[/url]. I agree with other posters that you should look for a contractor with w/c and liability insurance. If the contractor doesn't have it and is performing work for …
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For what it's worth, we've had our share of Bs as well. We are also nonprofit and seem to be a magnet for Bs. In fact there have been times when I would have sworn that we had the corner market on them. My philosophy is that B should be told (i…
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You might also try this, something I've used several times in the past, and it has been effective. Just check your state statutes first for a conflict. We have none in Florida. As it turns out, the calls that have been most aggressive and intimid…
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HR seems to consistently be the bearer of bad news when there is bad news in the employment setting, which requires a masterful skill at spinning the message. I would never advocate a callous or dishonest response. My bad news messages in the past…
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We have minimal increases budgeted, 1% to 3%. However, Florida's minimum wage will increase 6+%, which will impact our organization as of 1/1/09 and probably keep wage increases for workers above the new minimum wage to the low side of our budgeted…
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Congrats on the milestone!
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Look for another job and point the powers to be in your current company to any of the thousands of web pages that address bullyism in the workplace. Then point them to any of the millions of web pages that discuss the entry of unions into nonunion …
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If your organization is providing the meeting/practice places and any equipment to make the meeting/practices occur, w/c might be the least of your worries. Liability insurance should be a consideration as well. Further, if you happen to find that…