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catlady

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catlady
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  • I would say a lot depends on the reason for the leave. Could it be considered FMLA? If so, then you need to give him 12 weeks and continue his health insurance, etc.
    in indefinite leave Comment by catlady April 2004
  • I would definately instruct everyone at work that any questions he has regarding FMLA should be addressed by you only!
    in EE keeps questioning others ... Comment by catlady May 2004
  • The regulations allow for you to pay an exempt employee for less than their normal weekly pay in cases like this. I do not think it was necessary to switch the person to non-exemp
    in Intermittent FMLA and exempt status Comment by catlady April 2004
  • We did this at the last place I worked. It worked out great and saved us lots of money. We gave the employee 10% of what the company saved for the year. It was put into a FSA account that could be used for other premiums or unreimbursed medical e…
    in Incentive for not taking Medical Insurance in Mass Comment by catlady June 2004
  • I don't know if you got an answer yet - but I just left an org just like yours in Michigan. We did extensive research into this and ended up purchasing a manual that had all the sample documents, forms, etc that we needed. It was a lifesaver! We …
    in Hipaa in the field of Dev. Disabilities Comment by catlady May 2004