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How does FMLA limit my right to discipline employees with excessive absenteeism problems?
In order to qualify for FMLA in the first place, there has to be about dozen pages of documentation from the employeeu2019s physician, or the relativeu2019s physician, or from the military attesting to the need for up to three monthu2019s absence from work. It can be consecutive or intermittent over the course of a year.FMLA fraud is common. Thatu2019s why the documentation is so important. A classic is an employee claiming FMLA leave just before they know theyu2019ll be fired.Once the FMLA is granted, it does indeed become more difficult to get your hands around excessive absenteeism. Especially if itu2019s intermittent FMLA.I found a great article for you: Excessive Absenteeism Unprotected Under FMLA and ADA
How much time and money does it take for a new startup (50 employees) to fill out the paperwork to become a group for the purpose of negotiating for health insurance for their founders and employees?
I'm not sure if this is a purely exploratory question or if you're inferring that you're planning on navigating the group health insurance market without the assistance of a broker. If the latter, I'd caution against it for several reasons (which I'll omit for now for the sake of brevity).To get a group quote, generally all that's needed is an employee census. Some states apply a modifier to the rate depending on the overall health of the group members (for a very accurate quote, employees may need to fill out general health statements).Obtaining rates themselves can take a few minutes (for states like CA which don't have a significant health modifier) to several days.I suspect your cor question is the time/effort required once you've determined the most appropriate plan design for your company. This is variable depending on how cohesive your employee base is.Best case scenario - if all employees are in one location and available at the same time, I could bring an enrollment team and get all the paperwork done in the course of 1-3 hours depending on the size of your group. In the vast majority of cases, the employer's paperwork is typically around 6 pages of information, and the employee applications about 4-8 pages. Individually none of them take more than several minutes to complete.Feel free to contact me directly if you have specific questions or concerns.
As a male employee, what can you do when your employer fundamentally changes your job while you are out on FMLA (tending to your newborn baby and wife)?
Change happens whether you are out on FMLA or not. Of course if you were a R.O.A.D. (Retired On Active Duty) warrior prior to going on FMLA then likely this just a hint from your employer to get your act together or move on.FMLA ensures that your absence can not be considered job abandonment. Your employer must let you come back to work but is not required to hold you original position open.If you are working in an u2018At Will' state you or your employer can end your employment the day you return without any notice.If you are working in any of the states that are not governed by the u2018At Will' rules then other labor rules concerning giving notice and pay in lieu of notice come into play.FMLA legislation was originally intended to protect women but today applies to both genders. In some states, such as California, there are additional FMLA rules.So, what you can do is quit and look for another job. Or, see this as an opportunity to do something different at your company.
One of my employees who was already out of PTO and not eligible for FMLA missed 4 hours of work because he was in the emergency room. How should I deal with that absence?
Well, letu2019s see. For starters, you should call and make sure heu2019s OK, and ask what else he needs while he recovers from his medical situation. Maybe send a card or flowers if heu2019s admitted to the hospital.Assuming heu2019s OK and comes back to work, you should follow your companyu2019s normal policy in this situation, unless you feel that extenuating circumstances warrant waiving the policy (e.g. the person called in u2018sicku2022 every Friday in July, which is why they are out of sick time). If you donu2019t have a policy that anticipated this situation, you have a few choices.Pay him anyway. An ER visit is an obvious real medical issue. This may depend on how long heu2019s been with the company, how well he performs, etc. If heu2019s a long term employee with a good performance record, who cares about 4 hours?Let him borrow against future accrued sick time/PTO. In other words, he now has -4 hours of sick time. As he accrues more, that will work back to zero before accumulating positively again.Donu2019t pay him for that time, treating it as unpaid time off.If you have had this situation come up in the past, even if you donu2019t have a formal policy, you should do exactly what you did the last time so neither employee can accuse you of discrimination. And write a policy.
How do I fill out the BHU's form of B.Com in 2022 and crack it?
you can fill from to go through bhu portal and read all those instruction and download previous year question paper . that u will get at the portal and solve more and more question paper and read some basics from your study level .focus on study save ur time and energy .do best to achieve your goal .for more detail discus with gajendra ta mtech in iit bhu .AND PKN .good luck .
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