nietra
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- nietra
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I'm not sure why I am having trouble designating these 2 days as being covered. I guess I know the situation will turn into something more within the next few months and she will be using her 12 weeks later in the year. I'm afraid that if we do …
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In Iowa the employee can not choose their own provider unless they go thru a legal process with the Work Comp. Commissioner and they deny about 80-90% of requests. We do have a work comp provider and they do send out letters but I guess I assumed…
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We had an employee have this surgery last week and sent out the papers to have the physician decide if it was covered. The nurse called me back and said that they do this a lot and just needed an address to send them out.
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I would turn it into your carrier and let them make the decision if it is covered. Do not tell the employee that it will or won't be covered. Let them know you will submit it. If you take the responsiblity to make the decision and make the employ…
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Our company policy is the employee must have been in a paid status the day before or the day after the holiday to receive holiday pay. As far as counting it towards FMLA - it's 12 workweeks of leave. If the holiday happens to fall in a workweek th…
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Thanks, I mailed out another letter yesterday and there was a voice mail this morning from the employee stating she was resigning.
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We know why they are leaving. They now have their CNA License and can get a much higher wage working for a nursing home. Our employees are doing far less work then a CNA so we can't justify the higher wages. They stay until they get the licesne…
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They work in a Residential Care Facility - serving those with Mental Illness. They are not providing the care that a CNA does, thus the lower wage. The community college that provides the training will not train just the portion of the class tha…
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Thanks, Great Idea! I left a message this AM!
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I guess we don't need something on site but that would be given to the employees and they would have a postage paid return envelope that they would send to a third party. They would then compile the results into a nice report.
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This exact question was the very first thread I ever read on this board. I vividly remember it and the replies. The answers ranged from "no don't pay" to "is she crazy". I wouldn't expect my employer to pay for my child care if they sent me som…
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If you can prove that it is a business necessity for an English only policy to be in place it would be legal. The EEO appeals court has held that employers who require their workers to speak Engligh on the job dosen't necessarily violate Title VII.…
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Our trade organization has been offering this for a few years. We are a human services company and the insurance companies aren't knocking at our door to insure us. We joined this past July on recommendations from others and have been happy so f…
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We also used CobraServe until our plan dissolved last year. I had no complaints and it was a reasonable price.
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We don't encourage it but we don't ban it either. With our local station it's somthing obvious (like a cow mooing) that is the call in trigger. They do it at most every other hour and it lasts about 50 seconds before they get caller 10. Now if s…
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No, we do drills. Actually they do one fire and one tornado monthly and the clients know exactly where to go and so do our employees BUT once they were where they were supposed to go no one conducted roll to make sure everyone was there. I went ba…
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Since this is the second non-compete case that you may lose I would consider contacting an employment law attorney to have an agreement created that would be enforceable in Maryland. I'm thinking that if you put a radius and/or a time frame that …
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WOW! I'm sorry but when I read this I thought that is really strict! They can't work for a competitor anywhere in the US for 2 years?! It seems that a court would not uphold this agreement becuase it's taking away the employees chance to earn a l…
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Our Illness Leave policy is that the leave can be used for the employee, spouse, child or parent. We only require the doctor's note if the employee is gone for three or more days, which is the same if the employee is out for their own illness.
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I'm not sure if the surgery qualifies or not but I do know that if there are medical problems after the surgery (which it sounds like there may be?) they do qualify. Had the exact same surgery, with complications happen here and our attorney advi…
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I am taking a 12 week prep course starting next month. It's one night a week for three hours. I am excited about the opportunity! Please let me know if you find additional study materials that you find useful. Nietra
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We aren't looking for a drug test. We used GNeil Pre-employment testing for a persons apitutudes and abilities for the healthcare field (working/living for 7 days in a home environment with persons with mental illness). We usually have our top f…
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Sorry, Guess I wasn't clear enough. If an employee is called to jury duty they would remain employeed until the end of their service. However our company will pay up to 40 hours in a fiscal year for the employee to be gone while serving on a jur…
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Exempt and non-exempt are treated the same... 90 days. Holiday pay immediately upon hire... PTO and Illness leave accrue from day one but not eligible to use until 90 days. Jury duty - up to 40 hours in any fiscal year paid. Must complete 90 day…
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We had pretty much the same issues as you have. Currently we do not allow requests for greater than 60 days out. Also require employees to request PTO 30 days in advance if they would like a sub to be arranged. Any request with less than 30 day…
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Would it be permissible for me to order the MVR, determine if they meet our criteria and pass their name to our insurance carrier to be added to the authorized driver list?
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I am as shocked as you are but we just switched to Philladelphia Insurance and they stated it is up to us to do MVR checks and determine if they are an acceptable driver. In the past our insurance company did this for us so now we are trying to come…
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Our new insurance company does not check MVR and relies on us to determine if they are an acceptable driver. With that in mind I asked for some guidance on determining who is acceptable and I received the following information. How does this compa…
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We also turn in all the names of employees who drive (either their own or company vehicles) and they let us know who is acceptable. If an employee is no longer acceptable and driving is an essential function of their job (95% of our jobs have drivi…
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1. How many people here routinely conduct them? We complete a background check for every employee 2. At what point in the process are they done? They are completed after we are interested in the employee but prior to the offer. We work with pers…