Down_the_Middle
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Roberta: I saw Neil D. about 3 mos ago and he rocked the house with his performance. He continues to perform with the same enthusiasm he did 20 yrs ago.
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An example of "how to" or "where to" ???
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Conceptually, I think you're talking about a non-compete clause in your contract that prevents the individual from working for a competitor within a certain mile radius. This is a pretty technical and legal issue that will need to be reveiwed by yo…
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Yes, our policies are on-line and our intra-net offers searchable features to find the language or policy you might desire.
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Denise: Just a small caveat----------many states require that such agreements contain specific language to ensure the agreement's enforceable (e.g. must have cert for w/comp; liability insur minimums), so you'll also need to be aware of your state r…
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Be mindful of what your State says about this. Many states have statutes that permit employer action for "willful destruction", or "malicious intent" but simple carelessness and being 2 fries short of a happy meal will not enable you to recover the…
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gismo: Your reference to a maternity leave policy suggests you might be from a very small employer. Understandable, perhaps, but maternity leave policies/leaves of absences, etc. are no longer pertinent. The requirement for your employer to treat…
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FWIW, I've tried numerous approaches and continue returning to the no-fault type of plan with "x" number of absences defined as excessive. When employees reach that level they are de-employed.............there's a progressive approach to reach dis…
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You might consider offering a meal or discount coupon for responding to your questionnaire. Future customers................
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I'm surmising, but seems as though the separation notices were filed separately for tracking purposes----a central location, etc. Other than that, there's no requirement to retain this form separately. I keep this form with the employees pers fil…
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We use a sixty (60) day period for what we call reinstatement and there is no break in service associated with returning. Anything longer than 60 days requires the individual to be treated as a new employee in every way.
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Gillian's correct about FMLA and I probably shouldn't have assumed that all the readers understand that basic exception........
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My suggestion would be to revise your policy eliminating the excused and unexcused and go to a basic absenteeism policy. Your new policy can specify how many ABSENCES are allowed per qtr, year, etc... and then hold people accountable to that standa…
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My experience with the INS is that they're reasonable when a good-faith-effort and intent to do the right thing is clear. Experiencing a similar mess some years ago, I developed an internal memorandum (explaining the condition of the I-9's that you…
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Use the AVERAGE number of employees during whatever period you're tracking; otherwise you're statistics will be skewed. Think of it as a snapshot!
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I would recommend paying particular attention to the verbiage you use in the statements. Avoid SPD-like language from your benefit plans and use plain english that your workforce can easily digest. Once you get the verbiage laid out you might ask …
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The American Red Cross has a list of suggested first aid kit items and that might be a place to start. Also, your state industry assoc might also be able to fine-tune it even more.
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Based on a conversation I had with an INS field agent a few months ago, the answer is clearly NO! The I-9 and any/all supporting docuuments must be filed separately from the personnel file.
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I've encountered employees wanting to have a group prayer prior to the start of their work day and they've been encouraged to do so prior to clocking in or reporting to duty. The suggestion for a prayer b/4 a company sponsored lunch, is also ok if …
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The absence of "responses" suggests to me that alot of people are out there scratching their heads over your question. Having worked in exactly the environment you're mentioning I can share some personal experience about this "flexibility" issue. …
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Prolly so. The FLSA is quite clear on the primary criteria for training time as compensable hours: * generally within normal working hours and attendance is generally expected by the employee * training is related to the employee's job & * …
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An innocent question perhaps, but suggest you do a search of prior messages and you'll be reminded about how comp-time generally does not apply to private employers. It'll help you better understand how this occurs in the public sector, but is enti…
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Melba: Be mindful of the IRS' rules governing independent contractors, cuz the penalty and hassle for misclassifying this type of person-----simply ain't worth it !!! I seriously doubt that this "temp" person will have unilateral authority to do wh…
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If your ELT is a bona-fide plan to replace loss of earnings due to sickness, you can reduce her earnings for the one (1) full day of absence. Partial days absences are not involved in this type of earnings reduction.
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Chattown: There isn't sufficient space, nor time to fully address your question here, so try this link. It'll get you in the crux of the info you desire. [url]http://www.dol.gov/elaws/esa/flsa/screen75.asp[/url] Good luck
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LoriP: Your questions suggests that there is no history of doing this in the past..... A bit unusual?? If that's the case, then you'll be in a position to establish some future precedence. Is Admin Leave w/or w/o pay? It sounds as tho exempt sta…
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The employer clearly determines the number of hours to be paid for Holidays and presumably you'll have a policy or long standing practice to guide you. While many employer choose to replace the lost work hours w/the same number of Holiday pay, you c…
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Easy response is to say, YES---the employee s/b expected to re-pay the excess. You didn't mention any dollar amount, but since it's been on-going for some time, it's likely more than a couple of bucks!!! Most states require an employee authorizati…
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The verbiage you desire (to determine if you have to pay her) is "permitted to work"..... [url]http://www.access.gpo.gov/nara/cfr/waisidx_02/5cfr551_02.html[/url] This is one of many sites that'll help you w/this issue........
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Wildsporty hit the nail on the head. Rounding must be done, consistently, uniformly and on both ends. While many employers round to the nearest 1/10th of an hour, you are free to round to whatever you choose as long as its consistent. You can als…