KP68

Comments

• Here's my two cents worth on retroactively designating FML: While we, as employers, are obviously strongly encouraged (or scared into) NOT retroactively designating the time as FML, I have read in several summaries of Ragsdale V. Wolverine that the…

  in Employee already out can we designate as FMLA? Comment by KP68 September 2003
• I'd go to the DOL website first ([url]www.dol.gov[/url]). It is a little high-level, but thorough and it's coming straight from the source.

  in Intermittent leave and accruing time Comment by KP68 August 2003
• ...and is that because she 'reports' to the eligible branch? Just looking for a little more info, I guess.

  in Off Site or Telecommuting Employees Comment by KP68 July 2003
• Have either of you had employees basically demand that you do designate time off under FML? I have before, but not one that is feels this "strongly" about it. Just curious.

  in Using disability forms for certification Comment by KP68 January 2003
• Are you counting the prior time worked (with the other company) for all benefit purposes? If you are for that, then I would think you should do the same for FMLA. I know we did for a couple acquisitions we had. I would just be consistent with wha…

  in Quick answer please Comment by KP68 January 2003
• Does this apply (working from home and potentially violating FMLA) if the employee is taking leave for a sick parent or child?

  in Working at home while on FMLA Comment by KP68 January 2003
• This is exactly why I am questioning this....her FMLA has expired, and now she is on NJFLA exclusively.

  in Help with NJ Family Leave!! Comment by KP68 July 2002
• Seems to me that between this case and Ragsdale v. Wolverine, the FMLA is up for some revamping and clarification now that it's been in place long enough.

  in Terminating FMLA Moonlighters Comment by KP68 July 2002
• I would add the following options as responses: To #2: Not helpful, somewhat helpful.... To #7: HR Specialist

  in Quick - what do you want to know about your HR peers? Comment by KP68 May 2005
• We typically don't allow time off prior to the birth unless it is medically necessary and approved as a qualified disability (or is under FMLA). So we are not setting a precedent by requesting info from her doctor. In fact, we'd be setting a prece…

  in Refusing Dr's Orders Comment by KP68 April 2004
• So I tell her that we need authorization from a doctor for her to work five hours per day, and in the meantime....send her home even though we do not have anyting in writing stating he did not want her working at all in the first place? Is a verbal…

  in Refusing Dr's Orders Comment by KP68 April 2004
• The main factor driving this is a paycheck.

  in Refusing Dr's Orders Comment by KP68 April 2004
• Thank you Don D - just what I wanted to hear.

  in Employee's "health" affecting co-workers Comment by KP68 April 2004
• This is beyond the personal "irritation" factor - as numerous employees have voiced their concerns -for his sake and their own, really. I guess I'm looking to find out if there is any regulation that would prevent us from asking him if he's okay, et…

  in Employee's "health" affecting co-workers Comment by KP68 April 2004
• So does the manager and staff just have to deal with this? Can/should something be said to this employee?

  in Employee's "health" affecting co-workers Comment by KP68 April 2004
• It is an office setting, however all employees sit in connected cubes with low or no walls dividing them. There could be some 'exposure risks' and employees have mentioned this.

  in Employee's "health" affecting co-workers Comment by KP68 April 2004
• Thanks for the response. Since the PDL only required 5 employees, and CFRA/FMLA require 50, we do not qualify for the latter two leaves. In light of this, if our employee works up until the delivery, we would have to provide just the four months…

  in California PDL Comment by KP68 April 2004
• dynamite9551: You hit the nail on the head. I guess I was having a hard time putting it into words, but that is exactly my point...how do they KNOW what excessive is? How do they know their definition of "Unexcused"? That is why I would be conc…

  in Company Policies Comment by KP68 July 2003
• So it gets more interesting....what about 'retaliation' towards the employee related to asking repeatedly for a policy manual? Anyone ever had to deal with this? What position would this put the company AND the employee in??

  in Company Policies Comment by KP68 July 2003
• Yes, I know we don't want that, but I know there are minimums regarding maternity, parental and even disability in some states. Take California for example...there are three different leave policies in that state alone that need to be studied.

  in State Leave Laws? Comment by KP68 January 2003
• FMLA does not apply in this case (newer employee), no workers comp, and any other employee would be disciplined/terminated for this reason, as it is explained that this would be the result for failing to return the forms in the initial STD letter. …

  in Prenatal leave - no documents Comment by KP68 September 2002
• Thank you for your input. This is not the company I work for, we're much more understanding. I'm asking on behalf of someone else, and he was granted the day off - after asking three times - only if the hospital can fax proof of the surgery.

  in Time off for family emergency Comment by KP68 May 2002