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Ms_Shepard

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Ms_Shepard
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  • I agree with MWild. We had the same situation here. An employee decided to elect FMLA so she could still be on our insurance and receive pay for holidays, AND accumulate more vacation time until her paid leave ran out, etc., but she also said she …
    in Employee not returning after leave Comment by Ms_Shepard July 2003
  • Thanks Margaret. I needed to hear that someone feels the same way I do. My boss has given up on the VP and basically had me re-write my request with language that doesn't mention using sick leave, unless of course my physician advises me that I sh…
    in Pregnancy/childbirth not a serious health condition? Comment by Ms_Shepard July 2003
  • Thanks Don. I liked your comments about the VP having a background in Finance. He doesn't, but I can tell he is going on the advice of our Director of Finance, who used to be in charge of HR
    in Pregnancy/childbirth not a serious health condition? Comment by Ms_Shepard June 2003
  • Thanks for your response. Our policy only mentions that you may use sick leave for a serious medical condition. In the past, we have let women use their sick leave after childbirth only if they have a note from the doctor stating this recommendati…
    in Pregnancy/childbirth not a serious health condition? Comment by Ms_Shepard June 2003
  • Margaret, Could I have an FMLA form as well? My email is [email]meshelli99@aol.com[/email]. Thanks!
    in FMLA Forms Comment by Ms_Shepard January 2003
  • My two cents: Just because a woman is pregnant does NOT mean she will have mutiple sporadic absences. It sounds like, for the most part, this manager is trying to keep up with her workload. When I was pregant I worked right up to the day of deliv…
    in Employee Infertility Comment by Ms_Shepard December 2003
  • Lara, I would either tell them you will only do the job you were told you would be doing, or demand a severance and quit. I was in a similar situation where I applied for an HR Generalist job. Although about 50% was HR Generalist, I was made to d…
    in Job is not what they said it would be Comment by Ms_Shepard August 2003
  • Are you asking the younger person how long they might plan to stay with the company as well? The way I see it, an older employee is not going to jump to another job as quick as a younger person who may be looking to advance their career. If you ke…
    in AGE DISCRIMINATION?! Comment by Ms_Shepard July 2003
  • I guess my question to you would be, do you have a policy requiring that employees have a doctor's note after being out two consecutive days? If not, I wouldn't ask for a note from her.
    in Pregnant Employee/Return to Work Comment by Ms_Shepard May 2003
  • Thanks for your input. We do have STD and LTD. The sick time already accrued would not be taken away.
    in Doing away with our sick leave Comment by Ms_Shepard April 2003
  • I vote Lunacy as well. Psychologically speaking, it sounds like separation anxiety. I see it here with one supervisor in particular. When an employee leaves, this supervisor does all he can to make it look like we really didn't need them anyway…
    in "Non Compete" or "Lunacy"? Comment by Ms_Shepard April 2003
  • We had a similar situation here where an employee with 14 years tenure constantly came in late or called in sick on Mondays, or sometimes with an excuse that was not believable. During his 14 years, past supervisors either did nothing at all, or ga…
    in ABSENTEEISM & TARDINESS---WHAT'RE MY OPTIONS Comment by Ms_Shepard April 2003
  • I would like to see this chart if you have a moment to fax it. My fax number is 202-682-1331, attn: Michele H. Thanks! Ms. Shepard Sheparding the Flock
    in Are employees req'd to receive a break? Comment by Ms_Shepard April 2003
  • Yep. Spent last night wide awake in bed going over all of the policy issues with this. Thanks for the input!
    in Excessive absenteeism due to home repairs Comment by Ms_Shepard January 2003