Carey
About
- Username
- Carey
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
My 8 year old daughter got her first clump of grey hair at the very tender age of 7. Luckily, it's sort of buried in the middle of her head, but when I put her hair up in a pony-tail, it's visible. She gets very embarrassed when I peel apart her h…
-
I don't think this is a legal issue. You can reduce compensation however you want to, as long as it's done for non-discriminatory reasons. What you have described is exactly why my company doesn't like having part-time employees (MUCH less bang fo…
-
[font size="1" color="#FF0000"]LAST EDITED ON 05-18-04 AT 12:27PM (CST)[/font][br][br]I believe you can for full day absences, but not for partial day absences. I don't know if WA has a more restrictive law, but probably not. This is what we wou…
-
Unless WA has a law to the contrary, yes you can, because it's a full day absence.
-
Don I think you're right with most attorneys. We have two part-time attorneys who usually work less than 25 hours per week. One negotiated her salary when she started with us so that she's paid for a minimum of 25 hours/week (whether she works it …
-
All I can say is Dang it! and thanks for checking for me Hatchetman. Guess our part-time attorneys will have to bite the bullet and become non-exempt along with the rest of them.
-
Thanks, Gillian. I did see the section that allows physicians to be paid hourly and was hoping there would be something somewhere about attorneys similar to what Hatchetman has described in the FLSA. Probably just wishful thinking!
-
I think where you can't "pay by the hour" if you pay for less than 40 hours (unless they are in category Hatchetman mentioned, doctors, lawyers, etc.). If you dock an exempt employee's pay based on the hours they worked, you'll be in trouble. But …
-
Gillian - what's your opinion on re-classifying an exempt person as non-exempt if the duties aren't changing? We want to do this so we can pay part-time exempt people for the actual hours that they work, rather than some pro-rated salary based on w…
-
No, I meant 9 months, but that's just to require employees to use vacation pay. We can have a shut-down, and if it's an entire week, employees can choose to use vacation or take it unpaid. We do have special challenges out here. I just choose t…
-
It may be a CA law, but we also have to notify employees 9 months in advance if requiring them to use their vacation pay. You may have some state specific requirements.
-
I'm not sure you can make LTD mandatory, unless the company pays for it. Why would the company want to do this?
-
Isn't one of the first things HIPAA did was mandate continuous coverage? If I lose my job on 5/15 and need to enroll in my husband's company's group insurance, the status change is 5/15 and my coverage has to be effective 5/15 doesn't it?
-
Section 125 FSAs are subject to COBRA, and you must offer COBRA. While there is no tax advantage to continuing the FSA under COBRA, if the employee terminated toward the end of the year and hadn't used his FSA money, there could be substantial incen…
-
[font size="1" color="#FF0000"]LAST EDITED ON 03-17-04 AT 01:15PM (CST)[/font][br][br]What if the employee did intend to return to work, but after having the baby realizes she just can't bear to leave the baby with someone else? Very common scenario…
-
Your proposal doesn't sound unfair or discriminatory to me. I would not be happy (but wouldn't cry discrimination) if my employer did that because I have four children; those with fewer kids would probably like it.
-
I know our third party administrator for STD would probably not continue STD benefits beyond 8 weeks for an uncomplicated childbirth without medical documentation that is satisfactory to them. We would continue the person on their leave, obviously,…
-
Our full-time ees accrue PTO as follows: 3.54 hours per week (184 hrs per year) during first four years of service; 4.62 hours per week (240 per year) beginning on the 5th through 19th year of service; 5.39 hours per week (280 per year) beginning on…
-
I agree that you need to look at your past practices if you don't have a specific policy to guide you. Our company continues health insurance for employees on either paid or unpaid disability leave. We put them on "self-pay" and have them mail in …
-
We continue the insurance on the normal cost-sharing basis during the employee's entire disability leave. As long as the employee is disabled by a doctor, we will continue this for up to one year (the max STD in CA). I'm surprised we haven't chang…
-
I agree with those who have recommended checking with a consultant who offers this service - you will find many. You will need to get all of the tracking systems in place, if you don't have them already. I have never had to do the first AAP for a …
-
Thank you - your replies are very helpful. I knew you'd have the answers!
-
We have a system just like AJ SPHR's where we pay via regular payroll after the TPA approves the disability. We are a very large company and had no problems until last year when we switched TPA's. Don't want to badmouth publicly, if you respond wi…
-
Sorry - I just got over to this forum. Some states have regs requiring lactation accommodation - CA does. I also would not require her to take the time unpaid or add time to her day. Sometimes (and I know from experience) when you gotta pump you …
-
My company recognition program uses pre-paid MasterCard debit cards (giftcards). They look like a credit or debit card with the MasterCard logo and also have a nice graphic and our company logo on them. We use them for performance based recognitio…
-
What we have done in similar situations is either notify them while they are out that their position has been eliminated. When they are released to return to work, we will look to see if we have an open position for them and if not, they will be te…
-
You probably also have an ADA issue with MS. The Job Accommodation Network is a good source and they have information regarding MS on their website with possible issues and accommodations. You can also call and talk to one of their consultants. H…
-
>How many employees do you have? 20,000+ > >How many weeks after FMLA expires do you hold >their position (if any)? Our disability LOA policy is for one year as long as it's certified by a doctor. We have personal LOA's for a max of 6 …
-
Apparently California, New York, New Jersey, Rhode Island, Hawaii and Puerto Rico have state mandated disability plans.