NaeNae55
About
- Username
- NaeNae55
- Joined
- Visits
- 3
- Last Active
- Roles
- Guest, Member
Comments
-
In most states you can limit carry over vacation. Federal law does not speak to this, it is a state law. I suggest you contact the Nebraska Department of Labor for your answer.
-
It depends on your state laws. My company did something similar many years ago. They took amounts in excess of the limit and put it in an extended illness bank. It was there for employees if they were sick a certain amount of time, and was used fi…
-
Did you tell them it was an unpaid suspension pending investigation (and is it documented)? Did you tell them their termination day was the 13th? I believe the answer to these questions will determine the final pay date. I believe if you weren't …
-
Yelling is unprofessional, but sometimes we do get passionate about how we feel about things. For the yelling, I would consider where it was done, how long it went on, why it was done, and how frequently it is occurring. If it was extraordinary circ…
-
I am not sure in a grant-driven business, but in a business where each department participates in a self-funded plan, we would either prorate it back to the departments (the same as if they had to come up with more money), or we would leave it in th…
-
It sounds like she volunteered to stay on until her boss retires. That means she merely extended her termination date. I would always talk and act with her and with others as if she is leaving when the boss leaves. If she approaches you with staying…
-
The management team at this place appears to consider workers as children who are not to be trusted lest they get cheated out of 2 minutes a day. Let's face it, 2 minutes a day can add up, but I have always believed that happy/content workers are mo…
-
You don't have an option for : yes, if it's free and not tough since I already went through tough to get my HRCI certification. That would be my choice.
-
Federal law does not require you to pay more than a total of 44 hours regular rate. Your state, however, may have laws regarding holiday pay. If you are union, this would be covered under your CBA. You should check your state DOL or the CBA. Good l…
-
gbryant has a point, but sometimes you have no choice such as IS positions. Your risks are sometimes greater when you keep them on. In those cases you usually go ahead and pay them for the 2 weeks so you don't run into the situation gbryant brought …
-
It is really hard to determine what is profane. Some people consider 'shoot' and 'darn' to be profanity. Others consider anything besides the F word or GD to be too mild to count. I think your policies should simply state that you require a professi…
-
My sister lives in So Calif and was told on a number of occasions that she had to be bi-ingual to be able to work with other employees. This started at least 20 years ago when she was applying for low-skilled jobs. I believe if the employers has a …
-
Let him go, but he might apply for unemployment and qualify for those 2 weeks. Then you will have to fight it. You should consider paying them for the 2 weeks. Good luck!
-
Thanks jdarrough, but we managed to modify one I found online. All is good.
-
Decide early on how you will implement it. For instance, will it be by skill level, or hire date? If you outline your plan in writing before you begin to lay people off, it will help take the emotions out of the equation, and will definitely remove …
-
I have the opposite problem cnghr, so no one asks me to make coffee either. Update: coffee pot still sets empty, and people realize the subject is sensitive so don't talk about it. I guess we'll keep the 3rd unused pot until we are forced to get ri…
-
We have always handled HIPAA separately from COBRA. Sometimes different people are responsible for them, but mostly because we wanted to be able to adequately document that the employee received both.
-
Technically, per the FSLA you can work an exempt employee 24 hours a day 7 days a week, and all for the same pay. Of course, you state laws may differ a little. Exempt employees are paid for a job, rather than their hours. However, if their job dut…
-
We have a very generous PTO plan that gives even new employees a lot of time. We allow up to 23 months of accrual, and half of our employees are consistently taking time off just to keep from maxing. The employee is not out anything financially, as …
-
We use PTO when we close due to inclement weather. One of our employees was very vocal about it being wrong and that they had never heard of ANY company doing so, that every company they had worked for or heard of paid workers regular pay when they …
-
We do the equivalent of 23 months, so almost as much as you have. We allow a buyout at 50% once per calendar year.
-
Just because you CAN dock her doesn't mean you have to. Unfortunately, what you do for her you must do for others to avoid discrimination claims. We do not dock exempt employees for partial days FMLA. If you work, you get paid. I would look at you…
-
Update - it has been more than 2 weeks and no one has made coffee in the regular coffee pot. I strongly believe that if you aren't prepared to do it yourself then you should NOT complain about how it is being done!
-
Personally, my first action would be to call my lawyer. I think the best advice I can give you (besides to call your lawyer) would be to tell this person what the duties are, stress that driving is an essential duty (if it is), and that drivers can…
-
Do you have FMLA? It doesn't matter what kind of leave if she is under FMLA. You can require a RTW release.
-
FMLA ended when the parent passed. However, there is a possibility your employee could apply for FMLA again, this time for psychological reasons (depression). Remote, but possible. For now you can terminate the FMLA and require the employee to retur…
-
Is the bonus potential based on their own work or your organization's success? If it is completely up to them to earn the bonus, then put it in. State that they have to meet certain criteria, then state it again. If it is not in their control then …
-
If you have a legitimate business reason to make changes, then age doesn't matter. As long as you are clear and truthful about your changes, people will generally accept the changes. If you are not forthcoming, or don't appear honest, people will dr…
-
I would give the employee the paperwork. It is up to the doctor to determine if it is a chronic condition. Whether migraines or back issues, these kinds of episodic illnesses can drive an HR person crazy. So let the docter make the determination if …