FunHRBanker
About
- Username
- FunHRBanker
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
I would think that if an employee is working (regardless of the job duties), the time could not be counted towards FMLA.
-
Make sure to check your state laws. In Wisconsin, all travel time is compensable, regardless of the time of day. If those hours put her over 40 in a work week, she would be due overtime.
-
Employees and dependents can come off our plan at any time, but they would still be responsible for the deduction payment because of our section 125 plan. I think you're best off just being honest with her. She may still have time to cancel the ot…
-
We're the same as cnghr. The offering clinic or pharmacy brings in paperwork for the employee to complete and sign.
-
We have used http://www.findly.com/maize for Excel and grammar testing.
-
Their classification would depend on their exact job duties. Our Commercial Loan Officers are exempt. Our Loan Processors are non-exempt.
-
We also use Paychex. I'm satisfied with them. Didn't care for their timekeeping piece, but the payroll processing has been fine.
-
We also have a detailed checklist that circulates to different departments (HR, IT, Security, etc.).
-
And because I'm nosy...are they married? If not, that would open a whole different can of worms for me.
-
If an employee wishes to take time off due to the death of an immediate family member, the employee should notify his or her supervisor immediately. Up to three days of paid bereavement leave will be provided to eligible employee in the following…
-
Wow. And what if this employee doesn't celebrate Easter? The whole thing leaves a bad taste in my mouth. I'm all for special occasion dress code things, but we always make them optional stating that if you choose not to wear x, you must wear regu…
-
I think that depends. Did the employee make another supervisor aware of the reason for the leave or should you/they have reasonably known that the leave qualified as FMLA? If yes, then I would be more lenient in retroactively granting the leave si…
-
While you could retroactively deem the absences as FMLA, I agree with Nevada. The employee did not comply with the certification requirements, so the leave is considered an unpaid, personal leave.
-
Many of you probably deal with this on a daily basis, BUT... We are a bank that does not do drug testing. One day, our teller supervisor reported that one of our tellers appeared to be under the influence of something. I had no idea what to say…
-
Very interesting. I have always been told that FMLA is an employer designated leave, so if the facts we have received support the need for FMLA leave, we can designate it as such to protect ourselves from this exact scenario.
-
If we made the decision to close, we would pay everyone scheduled to work that day.
-
To be "safe," I would return the form to the employee with a letter stating that the certification was deficient and explain exactly where the info is missing. If the doctor isn't saying she's incapacitated during the time requested, I think you ca…
-
I agree with Cheryl. You would have to allow her to pump for up to a year after the child was born, but how you accommodate the breaks is up to your policies.
-
That was my understanding also. You can offer what Sonny suggested though. Basically time off at the OT "rate".
-
We're a bank and do not offer comp time. We pay any hourly employee time and a half for all hours worked over 40. Our salaried exempt people do not get paid extra and are not given "offset" for the weeks they work Saturdays.
-
Make sure to also check your state laws. In WI, travel time, regardless of when it is, is compensable.
-
Our employment law attorney says yes, 5 half days would be deducted from her FMLA bank because she is only authorized to work half days therefore unable to work the other half.
-
I believe you would have to have a signed agreement after the damage, but before the deduction in order to make the deduction. You cannot get a blanket agreement when the employee is hired to make deductions.
-
Maybe I'm crazy here, but this should have been WC. Our carrier pays after 3 days. If the employee is only gone for 3, we pay them.
-
Make sure to check your state law too. In WI, employees can use ANY kind of accrued time during leave, even if it doesn't qualify under the policy (someone could use sick time when bonding with their child). Once on Federal leave only, we force th…
-
Nae, I get what you're saying. How would anyone ever change plans if their spouse's plan year was different than theirs?
-
I too concur. How do you handle spouse's whose renewal dates are different than yours? Say Joe has family coverage through you (your plan renews 1/1). His wife, Sally, has a plan that renews 3/1. Would you allow Joe to change coverage 3/1? I sa…
-
We just changed to rolling year also, effective January 1. Our attorney said that we have to give employees 60 days notice of the change. Anyone on leave prior to March will still be on calendar year leave. With your leave, I'd say anyone startin…
-
We only require one week to be taken consecutively.
-
We use it too. Never had a charge.