Complete Labor Law Poster for $24.95
from, includes
State, Federal, & OSHA posting requirements


No announcement yet.

HR Department Inept California California

This topic is closed.
  • Filter
  • Time
  • Show
Clear All
new posts

  • HR Department Inept California California

    There will be several posts researching the long list of issues our company faces. First on the list...

    The first things our HR Mgr (OK..not really a manager but the sister in law of Gen Mgr and gets her a#* covered constantly) does for all injuries or illnesses. Regardless of the type of injury (work related, non-work related, illness) forces the worker to go on FMLA and then take all sick and/or vacation time prior to letting them take disability. For example...worker strains knee outside of work. Goes to Dr and is taken off to heal. She immediately instructs payroll to pay out all accrued sick time without informing the employee. Employee applies for St Disability and is then declined because they have not gone through the 7 day elimination period. The employee is not informed they could use vacation for the 7 day period and once they finally do go on disability they have no sick time to supplement the financial shortfall of what disability pays. Also, let's assume later in the year the employee actually gets sick and needs sick time. They have none. What can you do?!?!?

  • #2
    See my response to your other posts regarding sick time, worker's comp, and FMLA. There is no law that is going to require the employer to inform the employee that paid time off can be used for the 7-way SDI waiting period nor that the employer would supplement disability payments with paid time off (known as coordination of benefits). The employees could actually ask.
    I don't respond to Private Messages unless the moderator specifically refers you to me for that purpose. Thank you.


    The forum is intended for informational use only and should not be relied upon and is not a substitute for legal advice. The information contained on are opinions and suggestions of members and is not a representation of the opinions of does not warrant or vouch for the accuracy, completeness or usefulness of any postings or the qualifications of any person responding. Please consult a legal expert or seek the services of an attorney in your area for more accuracy on your specific situation.