CD PHR
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Agree with Don, he would be eligible for leave after the birth (for bonding and/or if the baby has a serious health condition). He would not be eligible to take FML to assist the mother, since she is not his spouse. (Girlfriends are not included i…
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Yes, you do need to be consistent. It's a lot more work in the short run, but it will pay off in the long run. You should see a dramatic decrease in the number of employees who are certified for intermittent leave. Employees need to understand that…
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Oh, I feel your pain. I've had a couple of these myself. The most effective way to handle these is to require a full medical recertification every 30 days for any "indefinite" FML leave, especially intermittent. I'm talking the fully completed 2-…
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I do not get involved in personality conflicts unless (1) I suspect that company policies are being violated, or (2) there is reason to believe that the situation could escalate into a discrimination charge (such as harassment that is based on a pro…
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Many states have their own laws on testing, so the answer largely depends on which state you are in. Even if your state has no restrictions on testing, IMO you are taking a big risk unless the evidence of impairment is quite compelling. ("Compel…
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Agree with prior posts, there is no law that I am aware of. True story: My company does exactly the same type of work as yours, and we have a similar policy. We actually made an exception once for our janitor -- he would come in very early to va…
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Both benefit, in my opinion. 49 out of 50 states currently follow the employment at will doctrine. Montana is the only exception; it requires the employer to have just cause when terminating. That sounds like a great protection for the employee unt…