Oswald, CEO of BLR®, offered these thoughts on increasing company performance by instilling a sense of ownership in a recent edition of The Oswald Letter.
Employees may think that they can’t afford a big policy, but it’s often a good idea to join the plan at the lowest level and cost, even if the policy is not large, says consultant Mike Miles. That gets your foot in the door and often ensures that you can “buy up” in the future on a guaranteed issue basis should something happen that would make you uninsurable.
When you find out about a possible FMLA qualifying leave after it has started, how far back can you go to retroactively designate the leave? Athey, an attorney with The Robert E. Miller Group in Kansas City, Missouri, was joined by a colleague, consultant Kristi McKinzey, in a recent webinar sponsored by BLR/HRHero. Athey offers three retroactive designation scenarios:
Mckinzey, a consultant with The Robert E. Miller Group in Kansas City, Missouri, was joined by a colleague, attorney Julie Athey, in a recent webinar sponsored by BLR/HRHero.
Hazard # 1: Counting Against Attendance Policy
If you had reason to know an absence was due to an FMLA‐qualifying reason, you can’t count the absence against employees under your attendance policy even if it was never designated as FMLA and even if HR never knew about it—but the supervisor did.
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