Redbudpt
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Thanks LauLan, After posting this I got to thinking. This employee is exempt so wouldn't we need to make sure that we pay her at least $455.00 per week and put the rest of her check in to replace the PTO?
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Thank you Cappy. I really appreciate the response.
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Thank you all very much for your help!
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Thank you so much Cappy! Would you be able to send me your sample "Eligiblity form" and Designation form" my e-mail is shannon.carter@redbudpt.com.
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TXHRGuy I was hoping you would respond. Thank you so much for all of your help. I have so little experience with this and it is very frustrating. I will confirm with the employee that this would qualify as an FMLA event. Thanks again.
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Thank you. I totally agree.
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Thank you for the response. My question is: Doees anyone see any legal issues with leaving one group out of the PTO policy without giving specifications on hours worked per pay period etc.? For example a part time professional employee (exempt cli…
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Me too please shannon.carter@redbudpt.com
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You are required to pay employees for all time they are clocked in whether they are actually "working" or "getting ready to work" if they are on the clock then you have to pay them for that time.
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Thanks for the thump on the head That makes perfect sense.
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Thank you so much Cappy. As of right now if an exempt employee leaves after working 1/2 a day (4 hours) then we do not charge the other 4 hours as PTO. I am thinking that with the new FMLA regulations we should probably be making them use PTO.
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I have been trying to follow this post because we are currently updating our Policy and Procedures Manual. I am having some difficulty with this and hope someone can point me in the right direction. - Under the new FMLA regs if we require that P…
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I have been trying to follow this post because we are currently updating our Policy and Procedures Manual. I am having some difficulty with this and hope someone can point me in the right direction. - Under the new FMLA regs if we require that P…
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I have been trying to follow this post because we are currently updating our Policy and Procedures Manual. I am having some difficulty with this and hope someone can point me in the right direction. - Under the new FMLA regs if we require that P…
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I have been trying to follow this post because we are currently updating our Policy and Procedures Manual. I am having some difficulty with this and hope someone can point me in the right direction. - Under the new FMLA regs if we require that P…
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I have a question relating to FMLA. We have an employee who was out this week for a possible serious health condition. I approved his leave several weeks ago letting him know that I was designating it as FMLA leave pending medical certification. …
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IT HR, option # 2 was exactly what I did with our problem employee. He got the hint very fast that we were serious about the offense and the unapproved overtime has ended for now...
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Efeldman, we have had a very similar situation in which an employee was constantly working unapproved overtime and had been talked to several times but other than that nothing was done. I had to write the person up twice (same offense different occ…
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Have many of you had to update your current FMLA policies due to the new regulations?
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If an employee notifies me that they will have to have surgery but does not know the date of the surgery yet... do I still ask for certification? If so how do I handle the dates since the surgery could be in 1 month or 3 months from now....
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I know this is a goofy question but this employee is requesting 12 weeks of leave beginning 12/14/2008 therefore would the leave go through 3/6/09? Since that would be 60 days (5dayx12weeks) or do I calculate it in full weeks? Help
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Thank you all sooo much You have helped my FMLA anxiety.
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Thanks all for the input. This is how the situation has played out. I spoke with the individual and we agreed that he would start the following monday (10/27/08). I let him know that if for any reason he was unable to start on this date then we…
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Thank you all for your responses they are very helpful. Our concern is that it is harder to term someone than if we were just to withdraw the employment offer. We are located in Oklahoma and are an at-will state. This candidate was not employed a…
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I would also remind the employee(s) that if he/she choose not to submit the required medical certification he/she also lose the FMLA protection for the leave.
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TXHRGuy you have come to the rescue once again. Thank you so much
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Thank you, we ended up having a conference with the employee and writing her up for many offenses. She basicially admitted it was not a good fit for her and is going to continue to look for another job (just not on company time). This suits us fine…
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We are located in Oklahoma. Thank you for your response as this was my thinking as well. I have not had a situation like this occur, we are a relatively small company and have not had many employee issues in the past, but as we grow it is just pa…
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Thank you. The directive was written up by me and signed by the employee as well as witnessed by the office manager.
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Thank you. The directive was written up by my and signed by the employee as well as witnessed by the office manager.