|
|
|
|
|
| I would like to get some feedback on what to do for a certain situation. Is this ground for termination? We have an employee who was restricted to light duty work due to a WC injury. About one week ago he was released to full duty but did not tell his manager nor provided the doctors note about being released to full duty. He actually continued to tell his manager that he could not perform certain duties because he was restricted to only light duty work.
|
|
|
|
|
|
|
I know that if a person is out on pregnancy disability leave and is released back to work and does not inform her employer and misses an "X" amount of days she can be terminated. I am not sure if it is legal to do the same in this situation.
Why did your clinic not inform you of the employees status????? At our current clinic (and previous clinics I have dealt with) everytime an injury occurs the patient/employee is given a release to work copy upon leaving the very first appointment, we are faxed a copy that same day, and are mailed an original. On this form it states what the injury was, if the employee is released to full or restricted duty, or off work completely. If they are not fully released with no restrictions it will state a follow up appointment time and date. Each time the employee goes the same steps as above should occur. If an employee ever showed up at my work to work before I received a release form from the clinic I would require the employee show me their copy before I allowed them to work. If they didn't have it then I would call the clinic and ask them to fax me one before I let that employee begin any type of work.
It was definately bad on the employees part for not being truthful with you but you need to put a system in place in order for you to be in control of this, not the employee. Imagine if the clinic had found something and said he could not return to work due to the injury and you let him and something happened. You would be held responsible!
|
|
|
|
|
|
|
Hi, an employee is solely responsible for reporting his/her work status to the employer. Many "assume" the doctor's office will do it, an it is a good idea to check up on the status, but I am assuming that you are kept apprised of all of the visits to the doctor.
It is a requirement of all injured employees to continue to follow all company policies and procedures the same as if they had no injury. Consequently, this employee was absent without leave. You should definitely not pay him for the time he/she missed. You should check your past practices and decide whether to give this employee a written final warning or more or less, but you definitely need to document this and keep consistency in how others have been treated.
|
|
|
|