Thank God today is my work-from-home day. I woke up with one of the worst migraines I’ve had in a while—the kind where the pain is so bad it brings on intense nausea. Honestly, it was almost bad enough that I forgot to write a post this morning. Hopefully, my meds will kick in soon so I can actually get something done today.
In the meantime, I hope everyone has a wonderful weekend!
Thank you for commenting. I always want to know what you have to say. However, I have a few rules:
1. Always be kind and considerate to others.
2. Do not degrade other people’s way of thinking.
3. I have the right to refuse or remove any comment I deem inappropriate.
4. If you comment on a post that was published over 14 days ago, it will not post immediately. Those comments are set for moderation. If it doesn't break the above rules, it will post.
In response to your comment you made regarding my post:
ReplyDelete"Only if I believed someone was abusing that kindness would I ask for documentation."
No!
Leave it in the hands of HR. I have dealt with many FMLA cases and I NEVER got involved with the employee. I left it up to HR. They informed me of the status, paramotors.... I never ask for documentation, cause, reason, what for.... I just make sure they have the policy and if they have any questions/concerns to contact the FMLA representative for the organization.
Them abusing the system, and I have experienced it, I leave it up to HR. I have funneled all information to the FMLA representative.
I do not want things to blow back on me as a manager. HR is better to handle that. I may let HR know what is happening on the front lines.
I still recommend documenting everything. And follow-up any phone calls, conversations with HR said manager with emails. We love a paper trail.
It is imperative that you heal and return to the great employee that you are.
Have a great Friday and weekend.
Luv the view of the vulnerable jock with a sweet cheek ass :)
ReplyDelete-CA jock