E Wart
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What is your drug testing policy? Read it an apply it. Also be consistent. You can test in a situation like this, but if you do, you must do it each time it happens. E Wart
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You can find the forms and instructions here. You should also talk with your Worker's Comp carreir. They will be glad to help you and walk you through this. (I think the cut off is 10 people and you don't have to get it posted.) Otherwise you hav…
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Call and talk witn your W/C insurance agent. They will lead you through what you should do. This is what you pay them for. E Wart
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I am not disagreeing with Don about erring on caution..... but Worker's Comp, Post employment physicals and drug screens, and Disability do not fall under the Privacy laws. I have been advised NOT to include this information in with the HIPAA files…
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Without more information, I don't know whether or not I would terminate. However, I would talk with W/C about this. I can't believe that they would continue to pay loss time when the employee didn't keep his apt. which would have released him. I …
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Chari, the first thing you need to do, at the first HINT of worker's comp, is get it reported to your carrier. Then let them investigate the alledged injury. They will determine what/if any medical treatment is needed and arrange the doctor's app…
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When an employee is out on w/c, we adhere to any waiting period that there might be. Employee can take personal time or vacation time if they want. However, the majority that are out are out for either just one or two days or for a long enough ti…
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A little broad question. We are non-union. We do not pay our employees for the waiting period in any of the states where we have plants (GA, TN , NC, TX, CA, CO, CT.) If employees wish to be paid during this period (which varies in each state) th…
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If he was paid in cash, it is a good chance this employer will say he "wasn't working for him" or why wouldn't he do the tax and I=9 bit. It could be that this is a smaller employer and isn't required to carry unemployment. I would make sure it is…
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Georgia has a great Second Injury Trust Fund (that helps out with these situations.) If you can prove that there were previous injury to the area he hurts at work before the work injury occurred, the trust fund will "reimburse you some of the W/C c…
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I am assuming this audit is for premium purposes. When a quote is made, it is based on the salary projections you provide the carrier. However, they do have the right to come in and look at your payroll records to determine exactly what you owe th…
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E Wart I would urge you to address the work related problem. It is not up to you (or us and HR professionals) to play doctor and make sure employees receive their treatment. If the person is stealing food or not at at their work site, or interrupi…
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I can't tell from your message whether or not there is any question as to whether he was injuried at work or not. I would definitely go ahead and report to w/c ASAP and let them investigate and handle if w/c. (Need to do this within 3 days so you …
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You could end up having problems, but at this point I wouldn't worry about it since it doesn't seem to have been brought up by anyone. (I would have been more worried if he had hurt knee playing basketball on Sunday on own time and now claiming w/c…
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The employee (not the employer) was denied the claim. You might make sure your employee understands the decision and that if he needs info to let you know and you will do what you can. However, this is DEFINITELY the employees responsibility (unle…
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I don't know how long you are talking about being out. (A few days, months or unknown.) I have learned that TX W/C is really strange and leans very much in the employee's favor. I would be very careful because of this (and it has nothing to do wi…
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It is a little hard for me to understand about the suit. Is it because of w/c injury or is it for something else? If it is w/c, and there is a settlement, I think you will find that most w/c attorneys do put in the "resigning and won't reapply" wi…
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I agree that your agent should be taking care of this for you. (This is what they get the big bucks for.) Hopefully you and your agent are examining this each year as soon as it is received so that it is "cleaned up" as soon as possible and as you…
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First, I would suggest teh web sites. Even though hard to navigate, can get some information. Secondly, talk with your insurance angent and/or carrier. They should be able to provide help. That's what you pay them for. Thirdly, call the state Wo…
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If your employee told you they were having a hysterectomy, that would mean you were placed on notice for FML. It should be up to you to pick up the ball and "run with it" from that point on getting the information from her to docuement this. As f…
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Just a word of warning. You mentioned that the 2 doctors haave 2 different diagnosis. If this is true, then you should treat the 2 different and separate from each other. (Had this happen the other day with an employee who said he was out with he…
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I think you are on the right track and others have supported you on this. My only other step would be to talk with the w/c claim rep before you do any termiantion. You may find that the person is ready or can come back or do another job. I can't …
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Sounds as if whomever he went to either doesn't understand what he is asking for or doesn't know their HR law or just have an entire set of papers that they hand out to anyone asking (in hopes that the person receiving the papers will understand whi…
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I am not sure I totally understand your question, but if the employee doesn't provide the FMLA certification paperwork, then can't you address the time off/out as an attendance disciplinary issue (if you have guidelines on this)? I am assuming that …
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E Wart I agree with the previous answers. You should pay the holiday. It really doesn't matter that the employee still has time in their PTO. They are an "active employee" since they are being paid for their time off, just like someone on vacatio…
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E Wart I don't see how you could "notify" your employees unless you use the "calendar year" method. (Why would you just "notify" all of your employees of this each year, if this is what you mean. I would think it would be terribly confusing to emp…
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I don't know the exact wording of it, but NC's worker's comp has to have an "accident" or something related to the injury. Then they make a decision as to whether or not it was work related. We had an employee who comes in at night to check machin…
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I wonder if you had reported this differently to the W/C folks, if it could have been taken out of your hands. First let me say it may depend upon what state you are in and your state law may make this null and void. However, could have been wort…
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I agree with you on shoe wear that employees/people wear now adays. I don't think about 90% of it looks professional. I hate walking down the hall and hearing flip, flop and look and employee barely has a shoe on. However, I am going to say this a…
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I agree with the above. I think a RIF is the "current politically correct" term for layoff (sometimes I call it a rightsizing). However, I do personally consider a RIF a "reorganization, job has been elmininated, you won't be called back" type of …