LFernandes
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I'm out here on the Island x:D (Long Island, New York)! We have the beach, sun and plenty of vineyards. Any way we could get a conference together out here in addition to Chicago and Las Vegas?
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Myth: You hold back a week of pay so you owe me an additional weeks pay when I terminated. Fact: Sorry sweetheart, you worked and got paid - no holding back money here. You get paid on Friday for all the days you worked the week before.
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I keep it simple. I just have all my employees sign an acknowledgement sheet that they attended training and these are kept in a binder. ____________________________________ NAME OF TRAINING Date of Training ____________________________________ E…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-11-02 AT 07:43AM (CST)[/font][p]We recently closed early due to a bad snowstorm that hit Long Island, NY. Our exempt employees were paid their regular hours and our hourly employees were paid for 8 h…
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They don't forfeit they pay! If they don't pick it up, we send the check via the mail and just caulk the badges, uniforms, etc. as a loss. I just find people tend to return things when we ask them to pick up their last check.
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Can't you have them sign something when you issue the badges to them? I've also told terming employees that they must pick up their last check in person and bring any company property with them. If they abandon their job, I send this information v…
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What industry do you work in? It almost sounds like the bio-pharmaceutical industry.
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We accrue on a monthly basis on the last day of the month. You start accruing as of your hire date. If you are hired between the 1st and the 15th of the month, that is your first accrual month. If hired after the 15th, you begin accruing the foll…
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I have all of our exempt employees fill out an attendance controller each moth just listing what days they have taken off as sick, personal time or as vacation. The attendance controller is just a calendar of the month being reported on. Whatever …
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Start her FMLA as of now and make sure that you have proof of mailing and that you track her time carefully, especially if she is taking a reduced or intermitent leave. Also, read the regs. I think there is something in there about light duty as w…
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You can't retro-actively place a person on FMLA leave. That's a no-no. Under FMLA you must notify an employee within 2 days of their rights under FMLA so you definately won't be able to go back 3 months! I would check with your state Workers' Com…
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Hi Pat, Would I be able to get a copy of your Light Duty Policy? I tried e-mailing you but your e-mail was disabled. My email address is: [email]Laura.Fernandes@collabo.com[/email]. Thanks in advance.
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[font size="1" color="#FF0000"]LAST EDITED ON 09-05-02 AT 02:08PM (CST)[/font][p]Just a reminder that if someone takes an emergency FMLA leave you still only have two days to designate the leave. What I normally do is a preliminary designation unti…
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You may also note that the employee must "qualify" for FMLA leave which means he has to be employed at least 12 months prior to the commencement of the leave (12 months need not be consecutive) and worked at least 1250 hours during the 12 month peri…
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I would make sure that her FMLA and Performance issues are handled separately. Inform her of her rights under FMLA (if she's eligible) and explain intermittent leave to her. Be sure to notify her in writing of her rights. If you have a formal att…
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I agree that she would still owe the amount of her contributions while she was out on leave. I would have her sign a payroll deduction form authorizing the reimbursement of back contributions, especially since she is going PT. Also, a change in her…
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Look under the FMLA Regs under section 825.220. This is the section that talks about the restoration rule with light duty assignments. Good luck!
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I just use this basic letter: Our records indicate that your last day of Family and Medical Leave will be ___________________. You are expected to report to work on _________________at your regular time. If you do not return to work on this date,…
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Did you use the DOL's form WH-380 as the Medical Certification Form? Section 825.307 of the regs states that "(a) if an employee submits a complete certification signed by the health care provider, the employer may not request additional informatio…
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I agree - just have the supervisor ask the employee if she's going to be in this weekend. Short, sweet and to the point. If she says no, the make arrangements to cover her schedule and send out the necessary paperwork.
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I also use the rolling 12 month but I measure backward. I would assume based on the information you provided, that she would be eligible for FMLA time again on October 1 2002 provided that she has worked the minimum 1250 hours of service during the…
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Don't even go there!!!! x:-)
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I looked this up in the FMLA Regs: New Jersey Family Leave Act provides 12 weeks in a one-year period for care of newborn or adopted child, serious health condition of a family member or employee, care for child even if not "serious". Female emplo…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-28-02 AT 08:14AM (CST)[/font][p]Look under CFR Section 825.701. It's all explained there.
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Is this employee eligible for FMLA? Has she worked the required 1250 hours and 12 months (remember the 12 months need not be consecutive). Has she given a reason for her leave of absence i.e.; birth or adoption of a child, care for a sick spouse, …
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Under Section 825.113 (c) a son or daughter means a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis, who is either under age 18 or age 18 or older and "incapable of self-care because …
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[font size="1" color="#FF0000"]LAST EDITED ON 07-14-04 AT 02:00PM (CST)[/font][br][br]Go to the the Joint Reporting Committee's website. [url]http://www.eeoc.gov/eeo1survey/[/url] Listed there is all the information you'll need to know about submi…
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I looked but couldn't find it. I found a bunch of stuff for the Vets-100 report if anyone is interested. L
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Good luck!! When confronted with questions or compaints you'd rather (or can't) answer, say "I'll get back to you" or "let me check on that". I good one is "management has been aprised of the situtation". I feel for you...as anyone who has been…
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sounds like it could come to workplace violence. Why did you wait so long (2 weeks?) to address it? I would have confronted both EE immediately. Sit them both down and tell them to cut it out - you don't expect them to be friends however, they ne…