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>We need input on the following secerio: > >The employee is on "Intermittent"FML. She had a "protected" episode >and broke some ribs. She missed two days because of the broken ribs >and is now calling in because of pain assoc…
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You are correct. Do NOT prorate increases. Tell your managers to treat the employee as if they were never absent. They must complete the review and increase the same as all other employees in their department. Like the others said, prorating increa…
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How did EE get the form for the doctor? How did EE place it in an office without being noticed by someone, anyone? I would follow thru with evaluation of medical certification. Surely a physician can complete a certification in a day (if he's mot…
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I thought it [u]was[/u] the employers responsibility to designate FMLA leave. If you don't designate it as such, then you (the employer) lose! What do you lose? --the opportunity to designate FMLA leave. What are the consequences? -- you may have…
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I'm assuming that someone has spoken with this employee about why it takes a full day to take her mother to the doctor. First impression says that she made sharing arrangements with a sister, so she has attempted to reduce the amount of interference…
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If you wait till she comes back to her current position, then you may or may not have a performance problem. In my opinion, performance issues are easier to handle -- they're job; related governed by company policy rather than federal law!!
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Our PPO only pays "contracted amounts" for physician services. If the doctor tries to bill the patient for amounts over the contracted amount, the PPO wants to know about it. If the doctor is billing for "professional" services, that's between him…
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Stop thinking in terms of monthly premium expense to the company. The court and a jury would not consider that a valid reason to terminate anyone. Focus on performance and/or failure to follow company policies, ie. reporting WC injury, failure to …
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Check with your employment attorney ASAP if you haven't already. You said that she is FMLA savy -- she probably knows about retaliation also.
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Elizabeth -- I understand your dilemma and I agree with Down-the-Middle that this law is NOT employer friendly. As more and more court cases get heard on this subject the law becomes even more unfriendly. The name of the game is "damage control". …
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If your investigation confirms that the supervisor did make an inappropriate comment in the meeting, discipline should follow, probably a verbal or 1st written warning. The complaining ee would be told that appropriate action was taken to correct t…
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Sometimes terminal cancer patients will qualify for Social Security Disability. I had an employee who did just recently. She should apply right away.
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I also remember your situation and agree with the balloon guy and the guy from GA that you should talk with the new people, especially if you need/want to keep this job. I also recognized the possibility for depression in your past posts and this on…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-12-04 AT 09:03AM (CST)[/font][br][br]Ask the boss if there was a confidentiality clause in the settlement. If there is, then he has to hold his tongue. If not then, he could tell his friend that the w…
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This is an unpaid-scheduled-day-off for us. Our ee's are welcome to use vacation to receive pay for the day.
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I was in the FMLA sectin and thought I had lost my marbles when these two appeared there long enough for me to read them, then they were gone! I thought the forum gremlins had struck again.
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The holiday falls on a Saturday so we will shutdown for Friday, 12/24 and 12/31.
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Beagle -- If it were me in your friend's shoes, I would certainly want to get the word from a compassionate friend like you. I have done this and it ain't easy. My friend had been completely off work for less than year; before that several lengthy…
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I recently read an article on SARS that stated that so far, there is no evidence that SARS spreads through casual contact and the risk of contracting the disease is low. It also said that the majority of cases have been in unprotected health care w…
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Oh yes, please help the young man. I agree with Leslie that this employer is the lowest of the low and needs an attitude adjustment. It really, really makes me angry when someone takes advantage of the handicapped. I think that living quarters can b…
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Best of Luck, Congratulations, Way-To-Go, all that other jazz. My odds give you 2-weeks to return to the forum. If you don't come back, we will hunt you down (I can identify the bottle tree) and force you back! All joking aside, grab your HRHero t…
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Several possibilities-- 1. She tells him when he calls that "now" is not convenient, but tomorrow at XX AM she will be available at the office to discuss business. 2. She should make a point of checking with him before she leaves the office to ma…
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I'm in TX and there is a phone number on the notices we receive. I would certainly start with a phone call to the local or state office. They should be able to access your account and give you a status update. The employer has very concrete deadlin…
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Eventhough you won't have all the facts at your fingertips, I agree with Gillian that you need to meet with the CEO first. If you don't have his support and committment to take action you will be wasting your time. Your only recourse may be to media…
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The suggestion to have boxes readily available is excellent. We have arranged to remove personal possessions on Saturday to help ease the stress. Myself and another manager were present to help move boxes and sort stuff. We found that the Xee was mo…
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Wasn't there a case last year involving Chevron that decided an employer [u]could[/u] deny employment to someone based on "endangerment to self?" It involved exposure to chemicals that caused liver damage? I would give the ee a job description wit…
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Latin for "by the day". It is frequently used to describe an amount of money to cover expenses "for the day" or event.
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DonD on Demerol ..... what a picture!
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HR has the responsibility to evaluate and classify positions, non-exempt and exempt. The controller normally doesn't have the time or the training to ensure FSLA compliance.
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Eventually, the doctor will assign a MMI (maximum medical improvement) rating. The rating will be used to calculate a final payout based on the percentage of impairment to the whole body . If your w/c carrier has not assigned a case manager, ask for…