Tricia
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I do not know how it is in California, but I believe that it would depend on what your employee handbook stated. At one company, we paid out accrued vacation for the next year. At others, however, we only paid out what the employee had left. If your…
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I was with one company who used a credit union. It was a total nightmare! The credit union allowed employees to have all sorts of benefits such as Christmas Club, Vacation Club, cancer insurance, savings, checking and so on. The only thing was, t…
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In your case, I would have my worker's comp carrier do surveillance on this guy. I had a similar case a few years back at another company where a woman injured her back. We were able to bring her back to her regular job which was as light duty as …
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An employee must have been employed 12 months by the company with 1,250 hours of service in the preceeding 12 months. For instance, a part-time employee may have been employed 12 months, but may not have worked 1,250 hours during that 12 months. The…
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I have had quite a few shut downs this year and have had to file unemployment several times. I don't what state you are in, but here in North Carolina, ee's have a one week waiting period before they can draw. That means, that you can file for the…
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Definitely get rid of this one!!! These are the type of employees who make us doubt everyone! One question, do you have a 90-day probationary period? If so, and you are in an at-will state, you can terminate her for failing to meet the expectatio…
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If you have an attendance policy and the employee has exceeded the amount of time allowed, then I would termintate him/her. However, if you have no real attendance policy in place, I would suspend the employee until the end of the trial. This is how…
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We had the same type situation here at our company. We placed the employee on supsension until the end of his trial. This case involved assault with a deadly weapon. He was convicted of a midemeanor, which means he will be able to return to work. We…
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It has been my experience, that you may terminate an employee for insubordination, especially if it is outlined in your employee manual as a terminable offense. However, waiting a week to do so can cause problems. The question would be why did you w…
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Turnover = # of separations during a month/average # of employees on payroll during a month. Call me if you have problems understanding the way I wrote this formula: 336-227-8600 ext 3203. Tricia Neary
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We had this problem at a company where I worked. We called the Social Security Admin to verify all social security numbers. Those who were found to have invalid ss# were put on a 3 day suspension until they could bring in a valid ss#. Most of these …
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Whether or not this employee is eligible for FMLA, the maternity leave can considered under ADA. Does your company have a maternity leave policy? I know that in the past any problem dealing with pregnancy (including morning sickness) was protected u…
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I would suggest changing company policy to part-time as working 20 hours or less. This is the stance that most companies take. Otherwise, I would try to think of some type of term that would help classify this employee. Maybe something like "supplim…
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Yes, you must recertify the I-9 forms when the greencard expires. You are responsible for making sure these forms are complete and up to date. If this employee has not updated his/her greencard or does not have a valid social security card you may s…
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The thing about employee incarcerations is, first was this for a felony? If it was for a felony, then this warrants immediate termination. If, however, it was for a misdemeanor offense, your saving grace is attendance. Do you have an attendance poli…
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Yes this is correct. If you did want to keep a copy of the employee's social security card & driver's license, it should be kept with his/her I-9 form. The I-9 forms should be kept separarte in either a file or a notebook.