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jmssr

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jmssr
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  • I agree with Don, FMLA is an HR responsibility. However, I don't agree that the ee will be eligible for 12 more weeks, unless there is a seperate condition with mother or baby. I would seek legal advice.
    in Can we reduce 12 weeks when under FMLA? Comment by jmssr July 2002
  • I think you are safe to tell this employee that you have no work available for him. I know of no law under ADA that requires you to create a position for anyone or reason.
    in NEED HELP FAST !!! FMLA Employee Returns Comment by jmssr July 2002
  • You should start the FMLA clock running as soon as you know about the pregnancy. The employee does not have the right to pick when the FMLA starts.
    in Pregnancy and FMLA Comment by jmssr July 2002
  • Don't forget she also hasa to work 1250 hours to be eligible for the next FMLA.
    in FMLA Dilemma Comment by jmssr July 2002
  • [font size="1" color="#FF0000"]LAST EDITED ON 07-09-02 AT 10:54AM (CST)[/font][p]I would take that responsibility awawy from the supervisors, and have all leaves approved br HR. If the supervisor are aware of the leaves you most likely letting medic…
    in Uncooperative Supervisors Comment by jmssr July 2002
  • I disagree with down the middle. It is the employer responsibility to designate FMLA. Any absence of more than three consecutive days with medical documentation qualifies as FMLA. Also don't we also count Workers' Comp. time off as FMLA?
    in You don't understand - they don't want FMLA Comment by jmssr February 2002
  • It is the employers responsibility to inquire about the leave and to extend the FMLA leave. It is not the employees place to inform the employer if it is FMLA or not. The employer must supply the FMLA forms for the employees doctor to fill out and r…
    in FMLA letter Comment by jmssr May 2001
  • Sounds interesting to me.
    in Need Another Job? Comment by jmssr July 2003
  • 419-424-3352 Thanks
    in How long to keep Applications and Resumes on File? Comment by jmssr July 2003
  • Good one Don. If it's bad and no one else will do it HR gets it.
    in Is it MY problem? Comment by jmssr June 2003
  • Make sure all the documentation is in order. I would also seek advise from your attorney .
    in Emphysema and ADA Comment by jmssr June 2002
  • Sorry to disagree but, you can pro-rate the perfect attendance bonus. You actually end up paying them the perfect attendance bonus for actual hours worked. We pay quarterly attendance bonuses. Each quarter we calculate the hours worked during the qu…
    in FMLA headline Comment by jmssr June 2002
  • We implemented an eight occurrence no fault policy. This policy has been in effect for several years, and has not caused us to lose any of our good attendance employees. Some employees will complain (usually the attendance problems). We can talk mor…
    in Attendance Policies Comment by jmssr August 2002