Nevada HR
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Good morning, From the Department of Labor website: The period of time employed in a light duty assignment cannot count, however, against the 12 weeks of FMLA leave. Hope this helps!
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At this point our employee would be paying his own premiums for group health coverage
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When an employee exhausts their FML and leave benefits but can't return to work, we require them to request, in writing, a Leave of Absence without Pay with a definitive end date (this is per our personnel policy). If approved, we notify them in …
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We work on a "modified Kelly", if that helps. 24 on, 24 off, 24 on, 24 off, 24 on, 4 days off.
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The employer designates FMLA. If the employee doesn't comply with the requirements to return the completed Health Care Provider forms within 15 days of the date leave began, I don't see how you can qualify that leave as FMLA. Hope this helps.
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We have 2x annual accrual. 3x for sick leave.
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Welcome to the forum! As a gov't entity we don't offer bonuses, but just speaking for myself I would be very disappointed if I anticipated a bonus and didn't get it, whereas, I would be thrilled if I got one unexpectedly.
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I have a Disaster Kit...a portable lock box that contains workers comp forms, EAP contact info, contact info for health insurance and the electives, etc. It's far from complete. I also have a 'note to self' to have a secure messaging area set up o…
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Yes, they may forget they ever worked those extra hours.
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A picture would be lovely, Nae!
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LOL, Nae! You earned your virtual cocktail, but if you can spare some of that ice.... It's awful hot here.
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I found this: Federal Law – When the employee in question is a non-exempt employee, the general rule under Fair Labor Standards Act (FLSA) is that an employer may make deductions from an employee’s wages for things such as property damage, cash sho…
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It also comes to mind that there may be back holiday pay and annual and sick leave compensation due. Good luck!!
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Agree with Nae. And I would think if it was contract work there should be an [I]Agreement for Services [/I]spelling out duties, rate of pay, whether or not travel time would be compensated, etc., signed by both parties.
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I think it is appropriate here Nevada. . .and scary. Would this even be legal? It IS scary and it doesn't seem like it would be legal, but a close relative works for a health care provider who is supplying that information because they have to mak…
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I just learned from a very reliable source that the federal gov't is giving financial incentive to health care provider organizations for patient names of smokers and ex-smokers. Probably not an appropriate post for this discussion either, but I'm …
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Our policy allows for a re-test of the split sample (at the employee's expense) if the results from the lab come back positive. So far none of our 'positives' have requested that.
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Just curious...would transporation be a reasonable accommodation? Even if only for the additional 12 miles?
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Oops! It dawned on me later yesterday that I completely missed your point. Sorry. I agree with cnghr!
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Under our policy, if the employee uses annual leave for the time off, we would not designate FMLA. If they use sick leave we would. Our reasoning is that it's none of our business what they do on vacation (unless it hit's the front page of the n…
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Would the job description clue the physician on the sensitivity of the situation?
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Under Paternity Leave in our CBA the father can use sick leave concurrently with unpaid FMLA. Non-bargaining members have to use their annual leave unless a serious medical issue exists.
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I'd like to hear Abbie's FMLA questions answered too, because I don't know. Our sick leave policy says that wherever possible an employee should schedule medical appointments with the least interference to their work schedule. Don't know if FMLA …
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It is part of our advertisement for applicants that they must pass a drug/alcohol test and background check. We've only had two fail over the last six years. But we're public sector.
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We pay for the birthday off for the actual day or any day thereafter, but it must be taken by the end of the calendar year. Works great for a March birthday...not as great for a December birthday, but still a nice benefit.
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Welcome cgomez! Provided job protection doesn't apply under FMLA, Workers Comp or possibly ADA, we have a couple of policies to address the issue. One is Abuse of Sick Leave, though yours may be combined with vacation time. The other is 3rd on a…
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We pay the employee's health insurance, but many don't cover their families because it's not "affordable". Does that affordability apply to dependent coverage under PPACA?
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Our exempts complete timesheets that reflect 80 hrs in a bi-wkly pay period, regardless of actual hours worked. It's for PTO tracking.
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We're local gov't. We cap at 240 hrs annual and 720 hrs sick. We allow up to 2 weeks worth of sick leave traded back for 50% annual leave, provided they keep two weeks worth of sick leave on the books. P.S. Still Need Coffee, I love the way your…
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Thanks, Nae!