rroberts
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Thanks, Stilldazed. I've been searching the internet also and can't seem to find a definitive answer. I'll try your suggestion search also.
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Thanks to all who replied. We will proceed cautiously and hope we can avoid having to make the decision to rollback salaries.
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I think you are right too. Exempt ee's get full salary if they work any part of week. It's our decision to be closed not the ee's. So I'll go with that answer. Thanks.
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Thank you for your answers. It is always good to hear what other HR people are doing in the same circumstances.
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The paperwork states ee would be out until a specific date. That date has come and gone and ee has not provided any further documentation or contacted us.
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stilldazed thanks, that's what I thought. And you're right,when I tell her the 12 weeks have expired we will be the heartless, cold, uncaring employer.
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The employee came in today and said his doctor told him with treatment he could be better. He is still moving out of state. So I believe we should honor the 12 weeks, don't you?
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Thank you Jennifer, this is very helpful.
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I have seen jarrgon saying 12 work weeks. In our case some ee's work 5 days some work 6 days. Is there a standard i.e. 12 x 5 = 60 days for all ee's or 12 x 40 = 480 hours? What's the legal answer?
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Nae Thanks for your input. I really needed to know if we had a legal obligation to provide light duty. We, too, do not have employer paid disability so that's not an issue.
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No, we are a manufacturing facility and our jobs mainly consist of standing, climbing and walking.
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HR in NH Thanks for the website for the FTC it is quite helpful.
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stilldazed, Fl The questionnaires are kept in the medical file to refer to if the employee experiences a medical problem while working.