HR Soapbox - Buying A Day Off

January 17, 2008

Volume 6, Number 21

In This Issue... BUYING A DAY OFF

The Top 10 FMLA Compliance Problems
& Their Solutions
90-MINUTE LIVE WEB CONFERENCE
Tuesday, January 29, 2008
1:00 - 2:30 PM Eastern Time
Charles P. Stevens, Esq.

During this web conference, you'll get solutions to the following FMLA situations plaguing employers today:

FMLA And Intermittent Leave
Light Duty And Alternate Positions
Certifications From Health Care Providers
The Definition Of A Serious Health Condition Under The FMLA
Employee Communication Responsibilities
Employer Communication Responsibilities
Weaving The Path Through The Maze Of FMLA, ADA, Workers' Compensation, And ERISA STD Plan Requirements
Enforcement Of Attendance Policies And Other Work Rules, Including Employee Misconduct
Return From FMLA And Reinstatement Of Benefits
How To Correctly Determine An Employee's Eligibility For FMLA Leave

Plus, this conference will include LIVE Q&A SESSIONS — where you can pose your own specific FMLA questions to our expert!

Don't fall into the traps set for you by tricky FMLA issues like eligibility, pregnancy, record-keeping, and notification requirements that can lead to nasty courtroom clashes and expensive DOL fines.

Visit our website to read the COURSE OUTLINE or REGISTER for The Top 10 FMLA Compliance Problems & Their Solutions today!

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BUYING A DAY OFF

I admit it. I've laid in the comfort of my bed after my alarm clock goes off and thought about calling out sick. Of course I'm not sick, but I could get sick by having to leave the warmth of my bed. And, now that I come to think of it, my throat does feel a little scratchy, so I shouldn't chance it, right? "Wrong! Wrong! Wrong!" chants the angel on my shoulder.

Online companies, however, are making it easier for the devil on some employees' shoulders to prevail. Twenty-five bucks buys a complete fake-absences package from one website that includes official-looking templates for doctor's notes, emergency room visits, jury service, and funeral leave, which conveniently comes with comforting poems and a list of pallbearers. At another site, $10 allows you to print out a personalized excuse after keying in certain information, like the name of a local doctor or hospital.

These websites claim that they are for entertainment purposes only, but I'd wager that very few individuals who purchase online excuses are using them exclusively for laughs. In fact, my guess is that paying for a fake excuse is indicative of a bigger problem and should prompt employers to ask, "Why did the employee feel the need to buy an excuse in the first place?" Is it because the employee's manager has repeatedly denied the employee's request for time off without good reason? Because the employee will do anything to avoid a harassing co-worker?

I'm not advocating letting employees get away with presenting fraudulent documentation (they should be disciplined), but I am suggesting taking a closer look at what's motivating the employee to actually pay for an excuse to miss work. I'd think your average worker who simply wants a mental health day is creative enough to come up with an excuse without having to shell out his/her hard-earned cash.

Good luck, stay legal, and keep an eye out for fraudulent excuses!

Melissa V. Pomerantz
Editor

READERS GET ON THE SOAPBOX

Here's what readers had to say in response to last month's issue on:
EXERCISE YOUR WAY TO OUTSTANDING PERFORMANCE

I spent over 22 years in the Active Army. My occupational specialty was in Combat Arms. Every day we started our day with physical training. This physical training not only kept our bodies in tune, but it also kept our minds sharp. It is no secret that physical activity on a regular basis gives you energy and stamina. Physical exercise allows you to cope with stress caused by work. I have been an HR manager for over four years now and deal with all HR functions. I find when I exercise regularly the stress of work does not bother me as much. My performance is enhanced in a positive way by keeping a good exercise program. It does not take much, maybe 20 or 30 minutes daily for me to realize a difference. As we all know, HR is sometimes very challenging with employee issues. We are a go between for management and the employees. Exercising regularly has helped me think more clearly through sometimes "muddied" issues. Clear thinking is what is needed when giving advice on the varied issues we deal with such as training, advancement, performance, discipline, and policy.

Note: Responses may have been edited for clarity and length.

Review past issues of HR Soapbox here.

TOP 5 RESOURCES FOR HUMAN RESOURCES PROFESSIONALS

1.
AHI's Complete Employee Termination Kit

Covers all the steps, tips, and tools you need to: audit the termination decision; break the news to employees; interview exiting employees; properly document your actions; and comply with federal and state employment laws (including payment of final wages). It also includes customizable versions of all of the termination forms, notices, and documents you'll need.

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HR Personnel Forms & Documents Library

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The Complete Policy Handbook

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Employer's Guide To Record- Keeping Requirements

Covers all the records, files, and documents demands made on employers by state and federal laws and agencies; as well as what you must post on company property to stay on the right side of employment laws.

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Employee Problem Solver

Gives you a solid mix of practical advice seasoned with legal experience for attacking the problem, not the personality, in difficult situations that you and your managers face every day. Each problem area is designed to offer immediate practical steps for preventing, attacking, and solving tough personnel problems.