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Don’t Ever Say This to Your Pregnant Employee …
HR Stories From The Front Lines*
Congratulations … one of your employees is pregnant! While you are fully prepared to provide reasonable accommodation throughout this employee’s pregnancy, you’ve
noticed that the employee’s baby bump is interfering with her ability to easily perform aspects of her job. Yet, the employee has not requested any type of accommodation. Read ahead to learn how one employer (mis)handled this
Four days ago, Andy, one of your employees, fell down the stairs. You asked Andy if he wanted to file a workers’ compensation claim, but he refused. Andy said that he was fine and did not need to
see a doctor. Andy worked the remainder of his shift without further incident and went home. Andy then called in sick the next three days.This morning, Andy comes to work on crutches and wearing a neck brace. Andy tells you that, after work, his neck was bothering him, so he went to Urgent Care for treatment. Andy hands you a doctor’s note, which excuses him
from work for the past three days and places him on light duty for the rest of the week – a request that is granted.
You again ask Andy if he wants to file a workers’ compensation claim. Once again, Andy refuses, saying that his problems are resolved and he does not want to be a bother.
How should you handle this issue?
All injuries beyond first aid should be reported to your workers’ compensation carrier immediately – regardless of what Andy has requested.
Andy has the right to refuse to file a claim. You have fulfilled your obligation under the law by asking him if he would like to file a claim and need to take no further action.
You can ask Andy to sign a waiver. Once signed, Andy cannot later file a workers’ compensation claim for this injury.
Andy should be terminated because he did not report his injury to you immediately.
The new FLSA Overtime Rule goes into effect on December 1, 2016 and all employers should be close to finalizing their compliance efforts. However, even with the deadline rapidly approaching, employers continue to have
questions. Read ahead see a list of the top 7 questions our HR Professionals have received about the new overtime rule.
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.Opt out of receiving similar emails in the future.