Sick Leave Proposal

In 2013, nearly three million Americans missed work due to illness. That costs the United States economy an estimated $84 billion each year. Even though paid sick days are an enticing benefit, there are many downfalls to this proposal. This one-size-fits-all government mandate does not work for every employee.

Superior’s current policy of seven vacation days and five sick days a year for the employees is not ideal for emergencies and for an unscheduled occurrence that may require the employee to take a day off. The policy, as written right now, does not give Joan Jackson enough time to properly staff the areas when an employee calls the morning of shift and states he/ she cannot make it to work today. Right now, employees are using sick days to whatever his/ her need is that day, which is more than likely not in regards to the employee being sick. When an employee calls off the morning of work, without any prior knowledge, it will affect the entire company and will make it hard to cover that shift. Also, if more than one employee of that same

With regards to the Family and Medical Leave Act of 1993 (FMLA), Company X is in full compliance. The FMLA clearly states that if an employee of a company that has been with a company for more than 12 months, they are entitled to 12 weeks of unpaid, job protected leave every 12 months for qualifying events. Qualifying events would be considered as, but not limited to, child birth, serious medical injury or the placement of a child into adoption or foster care. There is a secondary provision in place that would allow you to take 26 weeks of unpaid, job protected leave for the care of a covered service member for serious injury or illness.

President Obama on September 7, 2015 executive order was to established paid sick leave and that federal contractors are required to provided up to fifty six hours and seven days of paid sick leave to their employees per year and with this new contract after January 1, 2017. The anticipation made by the white house is that this order of paid sick leave will provide approximation of 300,000 people currently working on federal contracts who do not received this benefits. For employee that are under this order working on the following type of contracts which begins in 2017 some requirement that need to be fulfill is to obtain contract for service of construction, the contracts- like instruments for services must be covered by the Service Contract Act, contract has to allow certain privilege, and last of all the contract has to be in connection with federal property or lands.

Is America falling behind the rest of the world in terms of the services it provides? As a proud citizen of this great nation I, unfortunately, have to say “yes.” Our once outstanding country has been falling behind in a number of areas including technology, education, economics, and yes, even in family care! America is now one of only three industrialized countries that hasn’t set up a nationwide policy for paid parental leave. With this knowledge I desired to know more, particularly if we as a nation are not doing much to rectify the situation. Then, to learn if any states were doing something about this issue which effects so many people in the workforce. I wanted to see exactly how far behind, compared to the rest world, we are in the issue of paid parental leave. The Pew Research Center conducted a study of government supported leave in 38 OECD countries, and found that the US had the lowest figures with zero weeks of paid leave. Though we did fare better when it came to the number of weeks provided for protected leave with 12 weeks. We were still far worse than most other OECD countries (see Figure 1 at right). Knowing that we were rated worse I wanted to know what people are saying that we can and should be doing to change this situation?

If a company fails to follow the Family and Medical Leave Act, it can result in fines ,a bad reputations, and loss of employees. The case of Hofferica V. St. Mary Medical Center shows how an organization fails to follow the FMLA. Kathleen Hofferica was an employee who began working as a nurse for St. Mary Medical Center on June 5, 2006. Around March 2008, Hofferica discover that she was diagnosed with Meniere’s disease and had to have a few surgeries. After Hofferica was diagnosed, she quickly applied for FMLA leave for her job; in which she was approved on April 22, 2008. When her leave was approved she left. However, before she left she was question by her emergency room director at St. Mary (Charles Kunkle) on her ability to do her job because of her disability. Hofferica reassured him that she will be “able to perform all job duties required by her position of

Reasons for choosing this above topic: Firstly, the FMLA is intended to balance the demands of the workplace with the needs of families. Secondly, it is essential for the development of children and the?family?unit that fathers and mothers be able to participate in early?childrearing, and the lack of employment policies to accommodate working parents can force individuals to choose between job

This new law offers paid sick leave for not only employee but employees family member’s as well. The act covers illness “Physical or Mental”, injury, absences related to abuse, and public health emergencies that cause closure of the employer’s workplace, school or daycare.

It is apparent from visiting with Dr. Nael P. Ghael on yesterday December 21, 2017, she was no more prepared or familiar with my medical history then she was on November 22, 2017. In November she said she would order my records from Care Now and wait on the results from the MRI. She did not know that I had physical therapy, she said to call you again about me being off work she could not do that. I told her when I did call you, you were so nasty to me and rude I did not get you to listen to why I was calling. I am going to ask you the same question I asked The Human Capital Staff if you are sending me to a doctor that does not have or will not allow one off work to heal, where will I get a doctor’s statement from. It appears I

B.J. submitted the subpean that was issued with regard to the patient listed above. I am unable to attend the court hearing on 6/8/2017 because of the following: 1. the travel distance and 2. the time. Even though, I have someone that can pick up my children off the bus on occasions since her mother's car accident, it is not always guaranteed. Can you please reach out to the Attorney General and advise them of this matter and see whether or not a report is acceptable based on the request.

Although Ms. Desrosiers STD was denied, she was approved for FML for the same time period. I have received a request to determine if Ms. Desrosiers is eligible to utilize her 80 hours of paid sick time as of January 1, 2017. Please keep in mind as an organization we typically do not pay more than 5 - 7 days of paid sick time under

Topic sentence: And if they are going to change it, which healthcare system would they take as an example?

An employee does not need to use this leave entitlement in 1 block period. Leave can be taken intermittently or on a reduced schedule leave when medically necessary. Employees must take reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt operations. Leave due to a qualifying necessity may also be taken on an intermittent basis. Returning to work will require a medical release form from the employees Dr. if the leave was taken for a serious health condition.

Please prepare draft contract language which complies with the new Massachusetts earned sick time law.

Even though distinct explanations for what are considered serious health conditions exist, problems remain concerning intermittent leave. As recently as 2014, employers had difficulty ensuring that intermittent leave is both recorded properly administratively and not being used illegitimately by employees. Employers have difficulty proving that an employee taking FMLA time on Fridays and Mondays is abusing the privilege, even if the abuse seems obvious to both the employer and the other employees. The same can be said for employees who begin using previously approved FMLA time to avoid certain tasks and/or responsibilities at work. Once an employee has performed the required steps to have his or her use of FMLA time approved in advance,