Irie
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- Irie
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Linda: I agree with you however our attorney informed me that we cannot assess attendance points if the absence could possibly be FMLA. He said that it would be an adverse action against an employee for using FMLA if we give them points for not ca…
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Thanks for your response Toto. Our supervisors are not made to handle much in the way of HR. Everything is thrown back on me. And no matter how many times I tell the people they need to tell us why they aren't coming in or whatever, they just don…
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We implemented the change when we revised our employee handbook. No one seemed to have a problem with it because most employees don't understand FMLA to begin with. When a case comes along I sit down personally with the employee and explain FMLA…
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Absolutely. Using the rolling backward period you cannot "stack" the leave. If you use a calendar year, January through December, an employee could take 12 weeks at the end of the year (Oct. through Dec.) then another 12 weeks at the beginning of …
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Submit the information to your bureau of worker's compensation and let them make the decision. As the employer, I would not certify the claim if this were to happen to us.
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You may have two years to file with the state but I would not allow an employee to wait four months to notify me of an injury. Our policy states that no matter how minor the injury is it must be reported and an incident report completed immeidately…
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On occasion clarification of information on the certification form may be needed. In this instance the company's doctor would contact the employee's doctor.
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I contact our employees on FMLA if I haven't heard from them in awhile. My concern is how they are recuperating and if they have any questions about their disability and/or healthcare coverage. I'm not aware of any regulations that say you can't d…
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Do a search of this Forum. This subject has been discussed many times with some very good advice given.
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The company I work for is a small manufacturing company (200 employees) and we run WC and FMLA concurrently. We however never terminate anyone if they run out of FMLA but only use it for the employee's protection for our point-based attendance poli…
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Our president said that employees can use vacation time for FMLA if they want but they do not have to. His reasoning is that if they use all PTO for an illness they won't have any time left for vacation after they get better. I informed him this i…
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I too feel your pain. FMLA is one of the hardest things I have to deal with in the HR world. I curse the day it went into law. That being said, I agree with the others: FMLA first. Then re-evaluate and see if you can/cannot accommodate.
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Please turn off your caps lock--you are shouting--and it is very difficult to read your posts. Thank you.
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In order to claim unemployment a person must be able to work. If this person is disabled then he is not able to work and cannot collect unemployment. At least that's the way it is here in Ohio.
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Whatever: How did you reach the conclusion that this does qualify for FMLA? I agree with the other posters that this does not qualify for FMLA.
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This would depend on the state you are located in. In the state of Ohio you cannot terminate someone who is out of work due to workers' comp. It is against public policy and could be seen as retaliation. We've had an employee off work for 2 1/2 y…
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You also may want to check with your attorney or your state's department of liquor control.
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Sorry Jill but I can't answer your questions however, if you contact your local DOL, OFCCP office they may be able to give you some guidance.
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Welcome to the Forum. May I suggest that in the future you search the Forum for answers to your questions. This subject has been discussed numerous times and some very good responses have been given. We discuss many topics here.
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No problem with doing this.
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That ticked me off too. The nerve of them. It's all getting out of hand and I can see it's only going to get worse.
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Now I have to find the previous form! It is very frustrating. You get all geared up for something new (I-9, E-Verify) then they keep postponing the effective date. Typical government though. Easy for them because they aren't the ones affected by…
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Yep - 12 weeks in a 12-month period ~ period.
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During the first week of employment or the final week of employment you do not have to pay an exempt employee for the whole week if they do not work the entire week. You only pay them for the days they work.
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Those were my thoughts too and I'm not sure I'd want to be charged with aiding and abetting by not reporting the employee to the authorities.
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dwitt: We are a manufacturing company and have the same procedure for distributing paychecks as you. The only difference at our company is if the employee is absent the check is placed in a locked safe. Both our payroll person and our controlle…
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If you are a federal contractor and required to have an AAP then you must keep the applications for two years from the date of submission.
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I understand their requirement to mean re-surveying your employees (prior to completing your 2007 EEO-1 Report) to ensure they are in the proper NEW EEO categories (2006 categories vs. 2007 categories). I don't think they mean re-surveying your cur…
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My question is, why would you want to re-survey your employees? You already have the information. The new categories were in effect for the EEO-1report done in 2007. So for this year you should use the same reporting codes you used for last year's…
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You cannot dictate what language people speak to each other. The only exception would be if it is for a legitimate business reason then you can mandate they speak English. If employees want to speak only Spanish (or any other language) and it is…