jimbomt
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thank you, food for thought
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thank you, food for thought
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HR Calico, in Montana that wouldn't pack it if you have a written policy that says you pay for vacation and sick time upon leaving employment. Years ago and employee quit without 2 weeks notice (required in our policy) and I knew i would lose but I …
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I'm not sure and I may be mistaken, but I believe accrued vacation and sick leave are essentially like wages owed? I don't think there's any way around paying it. I think. Perhaps it will vary according to state law, and I think our State requires i…
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The suggestion to check your state law is a good one. I know ours is quite liberal.
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Sounds like the employee(s) should be compensated for the time in training, no if's, and's or but's. I'm not so sure on the travel time. You don't pay employees travel time to arrive at work for their normal work schedule? Why now? Seems like a semi…
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Since this was an illness, is the full-day deduction allowed because the time off is defined as ETL and not sick leave. I thought for illness, you could never reduce salary even having a a bona fide leave plan or not?
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Yes, I believe so. Anything in excess of 40 hours per week. Is lunch paid? I assume the position is non-exempt?
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Whether they are exempt or not depends on their duties. But in any event, I would require a time card/sheet from every employee
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all of our emplouyees (exempt and non) fill out the same time slip for a 2 week period, accounting for vacation and sick time used.
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That's exactly the way we do it. We explain to the employee and everyone has been very understanding, even when the error is ours.
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One possibility is changing to shift staff as opposed to live-in staff. We operate group homes for adolescents, and we moved from a houseparent/live-in staff to a shift staffing pattern. Not sure if that works for you.
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I was under the impression, even with the new rules, that if the employee was SICK you had to pay them even if they had no sick leave or PTO but did not have to pay them for a full day if the absence was due to personal reasons?
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Why not just have an orientation prior to actually starting work where and when all the paperwork would be completed. They don't actually start work until completing orientation. I may be missing something.
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and besides, it will save you $'s, assuming it is a qualifying event which I think it is, as others pointed out
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Linda, it looks like in both instances you are mandating attendance? What's the difference?
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Thank you so much. That's what I thought and our insurance agent also thought so. Just wanted to be extra careful.
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The last two words of this sentence lead me to believe you are very safe in terminating, pending specific language in your Personnel Policies and Procedures Manual.
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follow-up question, since we are not large enough to be covered by FMLA. If you run FMLA concurrent with sick/pto leave and the leave is < 3 days, you can count that as FMLA, right?
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Since we don't have to deal with FMLA, I would be curious. If there is an employee contribution for health insurance, does the employee have to pay his/her portion during an extended leave?
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I find it odd that WC refused to pay the claim. Bet they lose
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Out of curiousity is there a time limit in statute for return of the doc's cert.?
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I also believe you should complete the evaluation...especially if its an annual evaluation. Think you potentially open up a can of worms if you don't. JMHO
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That would have been my question cthr. I beleive you need to be off work for 3 or 4 days before workers' comp kicks again, and at that time I would discontinue the vacation and sick time though continue FMLA
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So Don, if you put them on restricted medical leave do they get to use there vacation and sick time? is it then there responsibility to prove they are medically unfit for the position. What would be your expected/hoped for outcome?
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Not essential to the inquiry, but to satisfy my own curiosity, what is the importance of having an attorney who owns a house in the community?
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> HR jones, are you saying that an employee has to satisfy the 1,250 hours for each separate incident, after the first and before the second occurred?
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However, full day deductions for sickness are permissible. For future reference
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Seems to me if the employee has accrued sick time, that mental health would be within the definition of sick leave. Illness doesn't have to be just a physical ailment. The employee sensitive part of me is responsible for this post. I would permit it…
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I don't think you would necessarily have to transfer her to another job. Depending on your policies, I would certainly let her apply along with all other employees, assuming you have an in-house job opening policy as your first recruitment avenue.