LOA
aspen29
33 Posts
Recently, I have joined an unionized company as an HR Manager. I have two questions for the group.
1. Before my term, in March an employee went on STD for couple of months and the ee never reported to work. Further, there was no FMLA letter was sent to the ee and remained active. Last week, the ee contacted us about the status.
I know an error occured in this case. However, what is best approach in this case? Please advise.
2.In early November, I approved LOA for an employee, who was facing domestic violence and LOA was expired on 12/02/02. So far the ee has not reported to work and not even contacted us. In these circumstances, what would be the appropriate re-course? Please advise.
Thank you.
aspen29
1. Before my term, in March an employee went on STD for couple of months and the ee never reported to work. Further, there was no FMLA letter was sent to the ee and remained active. Last week, the ee contacted us about the status.
I know an error occured in this case. However, what is best approach in this case? Please advise.
2.In early November, I approved LOA for an employee, who was facing domestic violence and LOA was expired on 12/02/02. So far the ee has not reported to work and not even contacted us. In these circumstances, what would be the appropriate re-course? Please advise.
Thank you.
aspen29
Comments
Regarding the 2nd employee, I would try to contact them to get an update on the situation. It may be that they need to have the leave extended.
It sounds as if there aren't any definite policies in place regarding what the employee's responsibilities are regarding keeping in contact while they are out on leave. If that is the case, you need to put something together so they are aware of what they need to do to maintain their jobs.
Regarding the first employee, I am fully aware that there were some "errors" occured. However, I am trying to rectify them by implementing policies and procedures in place. Meanwhile, I will be sending letter to ee explaining the
policies.
I would send both employees a certified letter, cc union, telling them that the leave they have been on expires in five days and if they are not present on that day for work, their employment will be terminated. With the first guy, I would tell him his leave was FMLA with a beginning date of (x) and an ending date 12 weeks later, specifically.
Margaret Morford
theHRedge
615-371-8200
[email]mmorford@mleesmith.com[/email]
[url]http://www.thehredge.net[/url]