Reasonable accommodation may require providing individual with disabilities a vacant position even if the individual is not the most qualified applicant.
Reasonable accommodation may require providing individual with disabilities a vacant position even if the individual is not the most qualified applicant.
Employers need to control health costs while also keeping their workers healthy, productive and on the job. To those ends, BP America leased space to a full-service health and wellness center clinic on its Houston West-Lake campus, where rates of asthma, diabetes, coronary artery disease and other chronic conditions are high. Despite growing interest in worksite clinics, there is remarkably little quantifiable evidence demonstrating their value. This study uses a comprehensive value-chain approach to compare utilization, clinical outcomes and medical and pharmacy costs for medical center users and nonusers in Houston and other BP locations. Return on investment is also estimated. Overall utilization at the WestLake campus spiked in the 2012 plan year, pushing medical and pharmacy cost trends higher and highlighting the importance of shifting community-delivered services to the worksite medical center. Medical center users had fewer emergency room, inpatient hospital and outpatient hospital visits than nonusers as well as higher generic dispensing rates. While ROI fell slightly short of the break-even point in the medical center's first year based on an "intent to treat" methodology, indicators suggest that utilization and outcomes are moving in the desired direction.
Where the employer does not record hours worked, it will bear the burden of proving employee's ineligibility or FMLA.
An employee should notify his or her employer that he or she requires leave for a FMLA qualified event, but such notice need not be formal or even use the words "FMLA."
The employee's own conclusory statements that she suffered from depresssion and anxiety was not sufficient to establish a serious health condition".
Calls regarding job responsibilities were permissible; allegedly requiring supervisor to complete educational competencies before returning to work, complete evaluations of respiratory therapists and enter blood gas data was not.
An employee on FMLA leave was properly terminated for dishonesty.
The fraudulent use of FMLA leave was grounds for termination.
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