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Time off Work
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Time off Work
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I work for a small agricultural company with less than 50 employees. I had an employee off work due to a surgery in January and she has not returned to work, due to an injury she sustained while being
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Forums » Topic Forums » Work Views » Time off Work
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Time off Work
posted at 5/23/2002 5:36 AM EDT
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Posts: 4
First: 5/23/2002 Last: 6/3/2003 |
I work for a small agricultural company with less than 50 employees. I had an employee off work due to a surgery in January and she has not returned to work, due to an injury she sustained while being off work. My dilema is that the company I work for is a very seasonal and the employee out on a disability is a key person in the department in which the employee works. I have not notified the employee of when to return to work or when the leave ends. The company has continued to pay the insurance premiums. This is not a worker's comp case. I want to know can I tell this employee that he/she must be back to work by a certain date or his/her employment would be terminated? We do not qualify for the FMLA and there is no leave of absence policy in place. Please help. |
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Time off Work
posted at 10/5/2002 6:28 PM EDT
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Posts: 2
First: 10/5/2002 Last: 1/27/2005 |
The workman has got the insury at work place , the said workman has not returned to work because he is on medical treatment. At this juncture on humanitarian ground you should not terminate. Legally also it will not stand. What you could suggest to the workman to making a negotiating/discussion with the staff, if she is medically declared unfit you may on that ground struck off the name or else you can take a person aganist the staff on temporary basis.Tiil a clear reply you receive from the staff or staff.
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Time off Work
posted at 10/24/2002 9:36 AM EDT
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Posts: 191
First: 7/27/2000 Last: 9/12/2005 |
Even though your company does not have a leave of absence policy, you indicate that the employee is on "leave." Consider what the employee was told about this "leave" and how have similar leaves been handled in your company before doing anything.
You also should consider whether the employee has a disability protected under the ADA. In that case, a certain period of leave time might be required as a reasonable accommodation. An option would be to send the employee a letter indicating that the employee is not entitled indefinite leave, and that you need additional information ASAP to determine whether the employee is suffering from a protected disability and needs an accommodation under the ADA. If the employee fails to respond in a reasonable time frame, I would terminate. |
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Time off Work
posted at 2/3/2004 3:07 PM EST
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Posts: 6
First: 2/3/2004 Last: 2/5/2004 |
I know this maybe a little off subject...but I have been trying to find out where to find whether or not i can get paid for travel time. I know there is so many variables here. I need to find out. we spend anywhere between 1 hr to 1 1/2 hrs or more on the road without pay. now this is all overtime pay we could be missing out on. we work a 45 hr standard work week. so any time in the vehicle would overtime. if you could help I would greatly appreciate it....Thanks dave and sorry for being a little off subject. |
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