HR Forms

The Family and Medical Leave Act (“FMLA”) provides eligible employees an opportunity to take unpaid, job-protected leave for certain specified reasons. The maximum amount of leave an employee may use is either twelve (12) to twenty-six (26) weeks within a twelve (12) month period depending on the reason for the leave.  Please see the Diocesan Employee Handbook for specifics. Please see the U.S. Department of Labor FMLA website for more information. All FMLA requests need to be approved through the Diocesan Human Resource Office.

Inform your employees that anyone injured on the job should report the injury, no matter how small it may seem at the time, to the designated individual. The Office of Human Resources should be notified of any injury that happens in your location. Workers compensation is administered by the state.

• Post the required workers compensation poster (which can be downloaded from the state website): Click Here.
• Complete and send to the Office of Human Resources and Catholic Mutual (our workers compensation carrier) the Tennessee form C-20 called “Employer’s First Report Of Work Injury Or Illness.” Click here for form.
• Catholic Mutual will assign a case coordinator to work with the injured employee.

• Almost always workers are employees and not independent contractors, even if paid a stipend, which the Wage & Hour Division of the Department of Labor and IRS consider the same as wages. Although the test for appropriate contractor status is complex, true independent contractors must be independent from employer control while performing the job and economically independent from your business operations.
• A true independent contractor is neither paid a salary nor receives a W-2. He or she works under a contract which specifies, among other things, fee, scope of work and timeline. Contractors are paid from invoices submitted to accounts payable.

Please contact the Diocesan Human Resource Office for assistance in this determination.

This law became effective for small employers January 1, 2013. The TLEA builds on the federal requirement to complete a Form I-9, Employment Eligibility Verification.

The TLEA permits employers to

• Verify each new employee in the federal E-Verify system, or
• Obtain and maintain a copy of an identification document for each new employee.

An employee must complete the I-9 before or on his or her first day of work (that is, first day on the payroll). Employers must verify eligibility to work in E-Verify no later than three days after the employee’s first day on the payroll.

An I-9 is required for every new employee. In addition, every new employee must be verified though the Everify website. You also must obtain a copy of the required identification documents necessary to complete the I-9 form. Instruct your employee to complete Section 1 and sign the form. The employer then completes the remainder of the form and complete the process by using the Everify website system. You must print a copy of the confirmation page you receive from Everify. You are required to complete the Everify process NO LATER THAN 3 DAYS AFTER THE HIRE DATE OR YOU COULD FACE PENALTIES.

The I-9 form and the Everify confirmation page must be filed separately from the employee’s personnel file. (I recommend using a binder for all I-9’s with the Confirmation page stapled to the I-9 form,  kept in a secure location).

Please see the new hire section of the HR website for the current I-9 form.