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Why You Should Never Skip the Investigation Process
HR Stories From The Front Lines*
Even small-town businesses face big city problems. Such is the case for Paperco. Tom has worked for them for three years without any issues – no verbal warnings, write-ups, or performance concerns. He’s been a model employee, but that’s all about to change.*
Do you have an HR question keeping you up at night?
The following question was submitted to our HR Professionals in the past month …Question #1
We recently received an anonymous report that one of our employees was arrested for sexually assaulting a minor. We were able to confirm that an arrest occurred, but have not found any information indicating that the employee was charged with this crime. We are a restaurant that serves minors and have some concerns. How should we best address this situation?Question #2
We have an employee who has been out on FMLA leave. This employee’s FMLA leave benefits expire on May 5, 2019. We received a doctor’s note from the employee on May 6th advising us that he is unable to return to work until August. How should we address this employee’s request for an extension of leave?View the Answer (Opens in a new window)
What Type(s) of Leave Apply?
Managing leaves can be complex, especially when multiple leave laws may apply to a situation.
You have an employee that twists her ankle on the job:
Your employee has worked for you for two years as a server. She has worked a total of 1485 hours in the last year. You have 35 employees at one location and 25 miles away you have 40 employees at another location. She is pregnant and is planning to take time off to bond with her baby. She just slipped in the kitchen and twisted her ankle. She needs to be off of her feet for 6 weeks for her ankle to heal.
How do you handle this time off?
Family Medical Leave Act – She has a serious medical condition that prevents her from working.
State Pregnancy Disability Leave – She’s pregnant and disabled so this leave must apply.
Workers’ Compensation Leave – She was hurt on the job, so it has to be designated as workers’ comp.
Americans with Disabilities Act – Since she is disabled, she would have protections under this law.
This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.