Correcting Action of Supervisor

HRPager

We have a policy that we do not accommodate non-work related injuries. I found out today that a Supervisor has been accommodating 2 different employees with different restrictions since October and December due to pregnancy. If I would of known when these notes were turned in, I would of had these people go on FMLA at that time until they were released from these restrictions.

Since I found out today, can I notify these employees tomorrow that we will not be accommodating them any longer and they need to go on FMLA until they can do the job again? I will be doing corrective action on the Supervisor also.

Thanks.

Don D

Yes. You can and you should.

Down_the_Middle

I think you certainly should (on both counts). It's interesting that you've chosen to ignore non work related injuries, but if that's your practice, then you're committed to it.

marc

You should also consider adding FML training so the supervisors and EEs know and understand their rights and obligations.

HRPager

We've chose to separate non-work and work related injuries because at my last company we had 52 people (400 Employees) that were on some sort of restrictions due to non-work related injuries. We couldn't operate with this many on restrictions.

crawfod

There are details missing from this post, but assuming your Supervisor didn't put them both in easy chairs for the past 4 months, then they must have been productive employees, and, again not knowing their medical restrictions, they may not have even qualified for FMLA back then or even now. Your Supervisor must have made a management decision, which is what you pay him/her for, that these employees' restrictions would not seriously affect their essential job duties, and so they continued to work, for the benefit of everyone, especially the company.

Also, so for the past 4 months no one else in the company noticed or complained that two pregnant females were being given preferential treatment in violation of company policy, including the Supervisor's boss?

If you had put the October employee on FMLA back then, her 12 weeks would have been used up, and she still would be pregnant. Does she get terminated at that point? Nobody benefits from that situation.

People are sick and hurt and still come to work everyday, but FMLA doesn't apply to most of them.