Balloonman
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- Balloonman
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Is dry scratchy skin a disability? Hmmmmmm how have you handled others who have used up all their FMLA? Remember what you do for one, you must do for all. While I may be wrong, I don't see psoriasis as an ADA condition. Also depending on her sc…
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Just explain to her how kind you were and did not let her go, just let her take an unpaid leave. Also explain that she is or isn't eligible for FMLA leave at this time. My $0.02 worth. DJ The Balloonman
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If you do not consistently manage the way you handle FMLA, you will eventually put yourself in a situation where one can say you are discriminating. Then instead of being able to defend this charge by showing you have consistently administered FMLA…
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"I am sorry employee Jane Dumb (or Doe)but we cannot go back four months and now deem it FMLA. This is why I gave you the information sheet and discussed it with you then as if it would have qualified I wanted to help you do what was best for you".…
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I don't know if it is right or wrong, but I would apply the same policy you normally do. My $0.02 worth. DJ The Balloonman
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See HRGuyMS, You no longer have a dilemna thanks to the wonderful assistance of your fellow HR professionals. It is not FMLA and in no way shape or form should it be classified that way. The only decision left for the company is if they wish to gr…
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Don't do it. If you want to approve a unpaid leave fine, but it is not FMLA, they do not qualify. Second, be ready to do it for others in the future. DJ The Balloonman
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Pay the day as vacation, count it as FMLA. This is not something the employee can pick and choose. My $0.02 worth. DJ The Balloonman
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No, at the first request the calendar for the year starts ticking. So lets say 2/1/04 they began the leave. Then once they use up the 12 weeks, if they do, they do not get another 12 weeks FMLA until 2/1/05. You do not restart the calendar with e…
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Don, A very nice clear and concise explanation.......and correct too....good job Dandy Don! My $0.02 worth. DJ The Balloonman
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Dandy Don is right. If paperwork is in order I would terminate............asap! My $0.02 worth. DJ The Balloonman
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Deny the vacation. My $0.02 worth. DJ The Balloonman
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Crout, I agree with the other two. Same shift or it is not equivalent position. Do you pay shift differential? If you do right there you as a company indicate they are not equal. My $0.02 worth. DJ The Balloonman
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Looks like an unexcused abscence to me! With no Dr. note to back it up. My $0.02 worth. DJ The Balloonman
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[font size="1" color="#FF0000"]LAST EDITED ON 02-04-04 AT 08:20AM (CST)[/font][br][br]Ouch, tough spot. I don't know what is legal or correct, but I do know that I would want the doctor to verify that performing his job tasks will not increase the …
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Myself, I would put him off work until he gets a full release. Explain that he can come back once he can complete the essential functions of his job. If he brings up the other, point out the person going out on maternity leave, and a need for tempo…
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If, and you better be solid on this, if you have no other work available inside, I would send him home until he is able to do the essential functions of his job. Myself, I do not typically accomodate non work related injuries in my restricted duty…
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You get to choose. In addition do not forget that clause in every contract that says the company has the right to run their business. Union steward is just an idiot. My $0.02 worth. DJ The Balloonman
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In Missouri, once released to restricted duty, I would have had the insurance company stop ttd benefits in the first case. Assuming you would have accomodated restricted duty, but for the falsification which resulted in the termination he would hav…
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The reason they will not be back prior to the 12 weeks is their dr. did not diagnois the CTS right off the bat, then when they finally figured it out the physical therapist in questioning him brought to light this was work related. SO now we have a…
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Don, The issue with smoking is just personal frustration. We have been applying FMLA whenever it has been applicable. As we are growing it is an issue that will come up more frequently.... I sat down with are 3 higher ups including the CEO and we…
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Popeye, I must disagree with one thing you said in : "I agree with marc. If there is not a significant business need for a supervisor to know, such as emergency care or potential transmittable virus etc., the privacy/confidentiality should be mainta…
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Being on WC is not working in my book. My $0.02 worth. DJ The Balloonman
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How is testing all who are injured singling out one group of employees? All employees..........not just one group. Yes it is legal and a cornerstone of most drug free work policies. Just curious are you an HR professional? My $0.02 worth. DJ The…
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Slacker! Did you spend all day at the hospital? Did they admit you? If not you could have gone into work once they were done with you. It is this type of abuse..........oh wait........it is this type of dedication we need from employees. x:D …
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Personally Spongebob rocks!!!! Not only does my son have some Spongebob boxers heck so do I. I do have to admit, his new ones are way cooler than mine. My $0.02 worth. DJ The Balloonman
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He answered that he is going to be babysitting, not caring for the wife. She does not need care just rest. Deny it, based on what he told you. They have this thing called day care providers ......mothers day out..... maybe she should look into t…
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Have you told her that you will allow her to retract her resignation? If not tell her cya. My $0.02 worth. DJ The Balloonman
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I have no problem with the doctors office charging a nominal fee to complete the paperwork. To me that is $5-$10 dollars. Fact is the staff fills it out and the doctor signs it. I could live with that. Now lets look at this from another angle...…
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Let the termination stand until you can get some verification that he was in the hospital, and why the wife never let you know. You can always undo a termination. Let things play out, see what the facts are. My $0.02 worth. DJ The Balloonman