pattyo
About
- Username
- pattyo
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Holly, thank you for such a thorough answer to my question. I appreciate it!
-
Thanks for your information. Since we continue these benefits when an employee is out on FML, I would assume this leave is comparable and the same benefit should be continued during the employee's military leave. Family Medical Leave is the onl…
-
Thanks for your information!
-
Thank you. I have been reading alot about this but wasn't sure about the employee returning to the same position exactly. Our office is small and would have to replace the employee with a new hire as it would create a hardship to leave it open tha…
-
Thank you all. She has tried to come in to work when her daughter has good days, and even those cannot be predicted. We've come up with a flexible schedule she is attempting to work (anticipating her daughter does okay). I know April is a ways of…
-
Is there a law though or just up for interpretation? It is earned every month the first year than after that you can borrow ahead at the beginning of the year before you've earned it. If an ee is termed prior to the end of the year and they have u…
-
Thank you!
-
okay, thanks! I wrote this request in a panic as evidenced by my mispelling of "odor"... I need to speak with the employee today so I'm doing a quick search for more advice as you suggested. Wish I was feeling more "snarky"!
-
HAHA! Yes, I get to do all the things no one else wants to do.... Thanks again.
-
Thank you. It's been hard enough being dress code patrol because we are somewhat informal --- I'm sure you understand how people will push the envelope as far as they can. It usually just takes one person then I have to establish some kind of poli…
-
That's pretty funny! Actually, we don't have a dress code problem like this with our clients. Brokers may dress a little quirky but nothing like this. In our business, we don't really deal with the public, it is mainly the broker who is signed wi…
-
Thank you!
-
Our company uses a service: R.W. Consulting who puts together a pamphlet or handout with all of the employee's benefits. It shows what the employee paid for their benefits, how much they've made, and how much the company pays for the benefits. It…
-
Thank you both. You confirm other information I have been given. I just can never get through to the DOL office here in Phoenix!
-
Thanks everyone. I think we're going to by-pass this option. We've already cut OT down considerably so we'll look at some other possible overhead savings.
-
They won't be required to work 40 hours. If they exceed the 37.5 hours they do so on their own. We are trying to cut down the overtime expenses and discourage people from dragging out their day to make extra money. All overtime beyond 40 hours mu…
-
>I agree with what has been said. However, it is my understanding that >if you pay a bonus as a percentage of gross wages, you account for >overtime and thus it does not have to be included when calculating >overtime. Am I wrong…
-
So it sounds like we are not breaking the law by not paying out accrued PTO when terminating someone with cause? I agree with you Frank that it sounds like that policy pertains to withholdings but just want to make sure. Thank you all.
-
Right now, employees receive 15 days PTO (vacation, sick, personal). I want to put something together where they can buy additional vacation days but not sure how to put it together. Limited days they can purchase? Use the pre-tax amount or post-…
-
I'm glad to hear details! I don't know any companies currently on the HSA plan so I am unsure to even know all the questions to ask. The way you handled it sounds fair and would ease them into it if it's inevitable. Thanks.
-
oh ha! I thought you knew each other! Figured it was a nickname
-
Thanks for your information!
-
Thanks for all the info. His concern was having to pay for health benefits when he didn't want or need them. I'll forward all this on.
-
Well, I finally got a call back telling me that an employee need not break down the cost between tax, shipping, etc. when submitting the expense. Thanks for your response.
-
yes, I see your point. I appreciate the feedback. Thanks!
-
Thank you soooooo much. You confirmed what I thought I knew! We are having to fill her position and as of yet haven't terminated her. She is very defensive in her thinking that we must hold open her job for her. If she is released by her docto…
-
Our company has been inconsistent in the past. Our VP has the understanding that it is mandatory for employees to use PTO time to supplement STD. That has not been the case. They are required to use PTO for the 7 day waiting period prior to benef…
-
Thank you for helping me sort this out. The bonus is based in part on attendance, attitude, etc. but as for performance, it isn't quantifiable. You have to be here to do the work which is part of the performance. That was mainly my question. Lo…
-
Thanks to you both for your input and advice. You confirm the action we are going with which is to bring her back , address the performance issue and go from there. We just recently qualified to conform to FMLA requirements so I am wary of any pot…
-
Thanks, that would be very helpful. The verbage in the sample policy is helpful too. My e-mail address is [email]patty.oneal@blackgould.com[/email]