Sentences with phrase «medical leave requests»

Employers abiding by their obligations to disabled employees will accommodate legitimate medical leave requests.

Upon receipt of a medical leave request, the Council will provide written permission for the leave, including start and end dates of the leave.

Not exact matches

If an employee wants to work part time to take care of an ailing spouse or a sick child, this should be treated as a «demand» for FMLA leave (Family and Medical Leave Act) and not a «request» for a flexible scheleave (Family and Medical Leave Act) and not a «request» for a flexible scheLeave Act) and not a «request» for a flexible schedule.

She provides consulting and customized training for clients on a variety of topics, including sexual harassment prevention, conducting internal workplace investigations, effective documentation and performance management practices for managers, managing employee medical leaves and disability accommodations requests, and compliance with the myriad of wage and hour laws.

Sherwin added that medical leave has only been granted for serious childbirth complications leading to physical injury or postpartum depression, and that breast - feeding women who requested it were denied.

One is if you are requesting leave under the Family and Medical Leave Act, and the other is if you are requesting accommodation under the Americans with Disabilitiesleave under the Family and Medical Leave Act, and the other is if you are requesting accommodation under the Americans with DisabilitiesLeave Act, and the other is if you are requesting accommodation under the Americans with Disabilities Act.

The Reach Institute for School Leadership affords equal opportunity to all students, and other participants without regard to race, color, religion, citizenship, political activity or affiliation, marital status, age, national origin, ancestry, physical or mental disability, medical condition (as defined under California law), veteran status, family care status, sexual orientation, sex (which includes gender and gender identity, pregnancy, childbirth, or related medical conditions), taking or requesting statutorily protected leave, or any other basis protected by law.)

24 hour reception, currency exchange from 8 am to 11 pm, free bus service from the hotel to the beach every 30 minutes, self - service laundry, car, bike, and motorbike rental, golf and tennis booking, supermarket, free Wi - Fi Internet access (PC with charge), medical service (with charge), waiting room for left luggage, changing rooms and showers for days of departure, meeting room with a capacity for 35 persons, with audio - visual equipment upon request, free parking, safe deposit box (charged), air condition, free parking.

24 hr reception, currency exchange, safety deposit box (reception), parking nearby, smoking in public places, 24 hr room services, meeting facility, business centre, secretarial services, left luggage facility, disabled access / friendly, laundry / valet services, beauty salon / hairdresser, medical assistance (on request), air conditioning, tourist information services, newspapers.

If your employer has denied you family or medical leave unfairly or retaliated due to a leave request, you can fight for your rights.

The Family and Medical Leave Act makes sure eligible employees can request a Leave of Absence for certain situations.

The Court found that the Board's request for an IME was reasonable given that mere months before his proposed return the Board received medical information stating Mr. Bottiglia was unfit for work, and his return coincided with the end of his paid leave.

The Seventh Circuit stands in opposition to four other federal appellate circuits and the Equal Employment Opportunity Commission, which treat leave in the same manner as any other requested medical accommodation.

Before you leave the hospital, request copies of your admitting chart and any other medical records generated by your visit, including doctors» notes, x-rays, CAT scans, and MRIs.

The Ontario Court of Appeal has denied leave to appeal a judicial review of a Human Rights Tribunal of Ontario (Tribunal) decision that found an employer's request for an Independent Medical Examination (IME) as part of the accommodation process reasonable in the circumstances.

She regularly advises employers on collective agreement interpretation and grievances, drafting employment contracts and workplace policies, employee discipline and termination decisions, managing medical leaves and accommodation requests, occupational health and safety prevention matters and appeals, privacy law and critical incident management.

Some of the most common are wrongful termination, discrimination, retaliation, violations of the Family Medical Leave Act, violations of the Fair Employment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for exMedical Leave Act, violations of the Fair Employment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for exmedical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for expenses.

We counsel clients on particular issues that arise during the employment relationship, including compliance with the Family and Medical Leave Act, reasonable accommodation requests, employee performance reviews, and discipline, among others.

The comment noted that under these laws employers may receive information related to fitness for duty, pre-employment physicals, routine examinations, return to work examinations, examinations following other types of absences, examinations triggered by specific events, changes in Start Printed Page 82592circumstances, requests for reasonable accommodations, leave requests, employee wellness programs, and medical monitoring.

Similarly, for family medical leaves under s. 49.1 of the Act, family caregiver leave, or critically ill child care leave, a certificate can be requested indicating that the family member has a serious medical condition justifying the employee's absence.

For example, if a medical certification stated that an employee would need leave for one to two days when the employee suffered a migraine headache and the employee's absences for his or her last two migraines lasted four days each, then the increased duration of absence might constitute a significant change in circumstances allowing the employer to request a recertification in less than 30 days.

Accordingly, even if the medical certification indicates that the employee will need intermittent or reduced schedule leave for a period in excess of six months (e.g., for a lifetime condition), the employer would be permitted to request recertification every six months in connection with an absence.

Before requesting a medical leave, you should know about your company's health policies and whether your company is covered under the Family Medical Leave Act medical leave, you should know about your company's health policies and whether your company is covered under the Family Medical Leave Act (Fleave, you should know about your company's health policies and whether your company is covered under the Family Medical Leave Act Medical Leave Act (FLeave Act (FMLA).

There are some things you need to remember while requesting a medical leave.

More Letter Examples: Leave of Absence Letter - Family Reasons Absence Excuse Letters Basic Leave of Absence Letter Medical Leave of Absence Request

Among the Department of Labor's top 20 requests are information on COBRA health insurance continuation coverage, the Family Medical Leave Act benefits, United States employment statistics, health plans, minimum wage and unemployment insurance.

Coordinate leaves of absence and process claims or requests (medical operations, worker's compensation etc..)

Medical information may include insurance forms, work comp claims, leave of absence paperwork, reasonable accommodation requests or anything else that gives information about medical conditions or hMedical information may include insurance forms, work comp claims, leave of absence paperwork, reasonable accommodation requests or anything else that gives information about medical conditions or hmedical conditions or history.

Often, when the doctor orders a medication and requests that the patient receives the initial, or whole dose of the prescribed drug before leaving the office it is the responsibilty of the medical assistant to draw up, or count out the right amount and administer it to the patient, followed by charting the process into the patient's chart.

Licensees who wish to take compassionate care leave must surrender their licence and submit a written request for leave to the Council, enclosing a copy of a medical certificate.

Submit a written request for compassionate care leave, enclosing a copy of a medical certificate.

You must submit a written request for medical leave to the Council.