Dottie
About
- Username
- Dottie
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
We have a very carefully detailed drug & alcohol policy for the workplace. A witness had seen one of our kitchen employees sneaking into the dry storage room to drink. Our policy states that if there is a reasonable suspicion that the employee…
-
You get paid big bucks? What company do you work for? Really, thank you for your input. We are in the same boat, currently employing people in five states so, you're right, it pays to stay on top of the local stuff.
-
We recently had a similar situation occur. We have an Accounting Manager who wants to work part-time in the evenings and on weekends in our retail department. I called the DOL Wag & Hour and was told that as long as 20% or less of the employee…
-
It seems to me like the real issue is compliance with company policy. I think the best way to handle this guy would be to start disciplinary measures. He has certainly received verbal warnings -- have they been documented? To me, the next step wo…
-
I have to say that your company's approach is one that I have wished more companies would use. It is disheartening to hear in one breath that an officer is being compensated well over one million dollars per year, and hear in the next breath that d…
-
I am unaware of any statutes covering this issue, however, it would seem to me that the right to elect COBRA would be similar to electing any other "gap" type coverage, since Medicare leaves so much uncovered.
-
In our situation, part of the responsibilities for our exempt employees involves being present on the property to service the members. We are open 364 days a year from as early as 5:30 a.m. to as late as 11:00 p.m. Consequently, very few of our ex…
-
You may also want to keep in mind that if you are requiring CPR training as part of the employment, then you will probably have to provide Bloodborne Pathogen protection training as well. This would include a written Exposure Control Plan and the o…
-
Our health plan offers chiropractic at the same level as other health services - no limit. Out of network, 70% after deductible.
-
We had a similar situation for several years. One thing we did for our out-of-area people is when they first came on, we paid the portion of their COBRA premium that we would normally have paid for their premium if they had enrolled in our plan. T…
-
Tom -- we have a policy whereby the employee must reimburse the company 100% if he/she leaves within one year of completing the course; 67% reimbursement within two years of completing the course; 33% reimbursement within three years of completing t…
-
I am currently working on one issue that is a little difficult. We are in the club business, so we have housekeeping needs round the clock in order to provide the members with a clean facility that has plenty of supplies on hand. One of our proper…
-
[font size="1" color="#FF0000"]LAST EDITED ON 06-13-02 AT 07:40AM (CST)[/font][p]So, let me make sure I understand -- the employee would use the remaining 9 weeks of leave, taking her up to August 14. Then, would she have to wait another 12 months …
-
Keep in mind that if you do not apply this time off toward their FMLA rights, then they are still entitled to 12 weeks off for Family Medical Leave.
-
Gillian -- Thanks, I hadn't really considered that approach. That helps.
-
I understand that the FMLA laws do not specifically cover parents-in-law. However, we have a similar situation wherein an employee has notified us that her mother-in-law is terminally ill. It is still unknown what care will be required for her as …
-
[font size="1" color="#FF0000"]LAST EDITED ON 09-23-02 AT 02:10PM (CST)[/font][p]Jen -- Thank you so much. I will certainly follow up with Columbia and Angus and will keep Lee Hecht Harrison in mind. My employer has offered me assistance in findin…
-
Wellllll, they are "pushing" many of the responsibilities down to the operating property level. There is still going to be a HR Director -- white, male, under 40. Get my drift?
-
Christine -- I, too, have signed up for the cert exam in December and begin a prep course next week. I had ordered the materials to attempt a self-study, but found I was not doing very well with that approach. I did HR "on the side" for many yea…
-
We actually had the "separate" thing backfire on us recently. I would be interested in hearing anyone's thoughts on this. We had a housekeeping employee who was under medical restrictions. A copy of the restrictions was placed in her "Confidentia…
-
One other suggestion along this line, and then I'll let it die. Would it be feasible to make available a "uniform" short? There are so many companies out there that offer this sort of thing. Actually, that's the way the schools manage it. They s…
-
Nancy -- the way I understand it, what you are doing is okay for the I-9. What we started running into was that after someone had been employed with us for several months, or even as much as a year, we would get a notice from the Social Security of…
-
Our company adopted the policy about a year ago of verifying all socials once the job offer had been made. We do this via the Social Security 1-800 number (or the website for larger numbers of employees). The job offer is contingent upon the socia…
-
Thank you, everyone, for your input. I did contact our attorney. He agreed, after reviewing the situation, that we would not be in violation of the USERRA by moving forward with this termination. We have seven operating properties and have elimin…
-
Our workplace violence policy is spelled out in our employee handbook. It stipulates first of all that our company has a "zero tolerance policy against workplace violence." It then goes on to specify that acts of intimidation, threat of violence o…
-
I agree with Hatchetman. One thing you must consider in this type of situation is setting precedent. If you keep this employee's job open, what do you do the next time one of your employee's goes to jail? Terminating his employment (or offering h…
-
[font size="1" color="#FF0000"]LAST EDITED ON 02-26-02 AT 08:33AM (CST)[/font][p]In answer to "lasiter's" question, if you scroll further down in this section of topics, there is a discussion begun by KStater from MO about "Where to keep I-9's." Th…
-
Another good reason to keep them separate is that it is easier for the employer to audit the identifications that are presented by the employee for verification of his/her right to work in the United States. Some forms of identification expire, suc…
-
We have included wording regarding facial jewelry in our dress code. We are "high end" clubs where members pay initiation deposits and dues in order to utilize our facilities. There are numerous points of service in the clubs, among them several f…