Comments on: 3 fast-rising disability claims http://www.hrbenefitsalert.com/3-fast-rising-disability-claims/ Daily dose of benefits news and know-how Tue, 04 Aug 2009 18:30:38 -0400 http://wordpress.org/?v=abc hourly 1 By: Mslee502000 http://www.hrbenefitsalert.com/3-fast-rising-disability-claims/comment-page-1/#comment-4217 Mslee502000 Wed, 18 Mar 2009 20:32:37 +0000 http://www.hrbenefitsalert.com/?p=97#comment-4217 Janice, Also make sure you use the same FMLA year for everyone. We use the date event began as our FMLA year. I put all my FMLA events on a spread sheet and track that way. It is pretty easy with auto sum. Can anyone tell me, when determining eligibility of an employee (working 1250 hours the previous year) does FLMA leave count as time worked, or not worked? I know you don't ca=ount vacation or holidays as time worked. Janice, Also make sure you use the same FMLA year for everyone. We use the date event began as our FMLA year. I put all my FMLA events on a spread sheet and track that way. It is pretty easy with auto sum. Can anyone tell me, when determining eligibility of an employee (working 1250 hours the previous year) does FLMA leave count as time worked, or not worked? I know you don’t ca=ount vacation or holidays as time worked.

]]> By: Janeen http://www.hrbenefitsalert.com/3-fast-rising-disability-claims/comment-page-1/#comment-3757 Janeen Mon, 09 Mar 2009 14:53:03 +0000 http://www.hrbenefitsalert.com/?p=97#comment-3757 Yes, total the hours as she goes along and document, document, document. 12 weeks at 40 hrs per week is 480 hours. If the employee worked part-time it would be pro-rated. Use caution though - keep her updated as to how many hours she has remaining. Also, make sure you are calculating the hours the same way for any other employees. Everyone must be treated equally. Yes, total the hours as she goes along and document, document, document. 12 weeks at 40 hrs per week is 480 hours. If the employee worked part-time it would be pro-rated. Use caution though – keep her updated as to how many hours she has remaining. Also, make sure you are calculating the hours the same way for any other employees. Everyone must be treated equally.

]]> By: janice Marengo http://www.hrbenefitsalert.com/3-fast-rising-disability-claims/comment-page-1/#comment-3585 janice Marengo Fri, 06 Mar 2009 01:43:48 +0000 http://www.hrbenefitsalert.com/?p=97#comment-3585 I am a California employer. We have an employee out on Family Medical Leave for a premature baby who has still been hospitalized for months. I understand Intermittant Leave, but it is very difficult for us. She will work one day, off for two, back for a shortened day, back off for the rest of the week, and then works a few days. Can you explain to me, as the employer, do we add up all the hours she works and figure out whether that adds up to a total of 12 weeks, hour by hour? Please advise I am a California employer. We have an employee out on Family Medical Leave for a premature baby who has still been hospitalized for months. I understand Intermittant Leave, but it is very difficult for us. She will work one day, off for two, back for a shortened day, back off for the rest of the week, and then works a few days.

Can you explain to me, as the employer, do we add up all the hours she works and figure out whether that adds up to a total of 12 weeks, hour by hour? Please advise

]]> By: Jeanette http://www.hrbenefitsalert.com/3-fast-rising-disability-claims/comment-page-1/#comment-3245 Jeanette Thu, 26 Feb 2009 21:06:32 +0000 http://www.hrbenefitsalert.com/?p=97#comment-3245 FMLA requires the statement, but in CA we still cannot because FEHA and CFRA do not allow that info to be supplied to the employer. FMLA requires the statement, but in CA we still cannot because FEHA and CFRA do not allow that info to be supplied to the employer.

]]> By: Gail http://www.hrbenefitsalert.com/3-fast-rising-disability-claims/comment-page-1/#comment-3234 Gail Thu, 26 Feb 2009 20:07:48 +0000 http://www.hrbenefitsalert.com/?p=97#comment-3234 If they are on FMLA the doctor needs to put the medical condition on the form. If they are on FMLA the doctor needs to put the medical condition on the form.

]]> By: Paulette Zobrist http://www.hrbenefitsalert.com/3-fast-rising-disability-claims/comment-page-1/#comment-800 Paulette Zobrist Fri, 12 Sep 2008 15:15:23 +0000 http://www.hrbenefitsalert.com/?p=97#comment-800 If an employee is on medical leave does the physicisan need to put a diagnosis on the order? Or is employee will be off for the next 2 weeks and be re-evalauted at that time enough? If an employee is on medical leave does the physicisan need to put a diagnosis on the order? Or is employee will be off for the next 2 weeks and be re-evalauted at that time enough?

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