Half HR
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- Half HR
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I should add that I've already done a new EEO survey and updated our EEO charts. It's the text and policy statements I need help with. Thanks! Half HR
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Thanks. That's helpful. How urgent do you think it is that we update job descrips? There's a lot of resistance here to doing it, since we have to get Board approval. I'm not clear on all the legal implications of having them be out of date. A…
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I just found a summary of the proposed changes. It seems good to at least keep up with the proposals. It's at [url]http://www.dol.gov/_sec/media/speeches/541Handout.htm[/url] -Half HR
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We're a small government agency - union. We pay dependents at the same rate as the employee. Our wages are somewhat low, so it makes up for it for people with families. Half HR
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Thanks for the info!
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Will do. Thanks
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Got it. Thanks very much. Half HR
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By intermittent leave I really mean part time leave. Does having to work part time due to medical restrictions qualify someone for intermittent FMLA leave? She won't have to be out due to ongoing medical treatment. The restriction has to do wit…
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Good point DeniseE. She also may have cleaned out her personal items from her desk because she needed to have them at home during her leave.
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Thanks, Half HR
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It may depend on your state. I'm in Washington, and we have pregnancy disability protections that have no requirements for length of employment or hours worked. There isn't any federal equivalent. Half HR
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Also note that intermittent leave can't be used for care for a newborn. It can be used for leave during the disability phase of the pregnancy. Half HR
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Thanks. Yes, I agree with you in the case I wrote about. But our labor attorney told us that in WA state we can't force an employee to stack the WA state pregnancy disability leave and FMLA *during* the disability phase of the pregnancy. He sai…
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Thanks. That's helpful info. An FYI for Washingtonians: we can't force her to use FMLA during the disability phase of the pregnancy, since the WA Pregnancy Leave laws intend there to be disability leave in addition to FML if the ee choses. The …
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I think so. That's what the PTO is for. I would document her comments about how sick she is and observations about her condition. Then get her out of there before everyone else gets sick too. Half HR
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You could also just write a note to the file stating what was removed and why. Then let her shred them.
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I agree that it's best not to keep the interview notes or other recruitment materials in the personnel file. I keep any important recruitment materials for hired employees in a separate file. The only reason I keep them at all is to avoid being ac…
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We allow donation of sick leave and don't worry about conversion of dollars. An employee can transfer no more than 1/2 their leave. The employee to whom leave is being transfered can't receive more than 20 days total per occurence. They can't tra…
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We have a zero tolerance policy. For DOT's, we refer to an SAP and terminate under our own authority. We don't do randoms for non-DOTs, but if we had a positive post-accident or reasonable suspicion, we'd terminate under our own authority. Half H…
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I agree with other folks that this makes no sense. It doesn't take long to get drug test results, so why not make the conditional offer and send them for the test? You'll get results within a day or two. Also, it's really unlikely that any of t…
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I'd recommend getting a hold of the Best Practices guide and also taking a look at audit questions. That'll help you understand what the feds expect. Half HR
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I don't know about Motor Vehicle Carrier, but if you're subject to FTA transit regulations (49 CFR Part 655/Part 40), then you do need to track that the lab (*not* collection site) is SAMHSA certified, that your collection staff has proof of BAT and…
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I had occasion to ask an employment lawyer about this once. He said if the employee has already been open about it with other employees, and the information is being shared out of a legitimate business need (ie - helping to arrange job coverage or …
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I agree. You need to pay for hours worked, not hours present, so a policy that is followed of not working before clocking in should cover you. The one exception I remember hearing about is when you require employees to wear particular gear for w…
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I would think there would be some HIPAA issues with that. That could get management attention, too, and help you change it. Half HR
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Do you have a Drug Free Workplace policy? Ours includes a requirement that safety-sensitive employees need to inform their supervisors about prescription drugs. I agree that you should perform a fitness for duty test. Also, if you're receiving an…
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Sorry, E Wart, I didn't see your last posting before I wrote my last one. So I guess my question is 1)is name, SSN, address PHI and 2)are we required to obtain consent forms, confidentiality forms, or other types of release forms in order to use it…
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Thanks everyone for the information. It's very helpful. Just making sure we don't deal with PHI: I've seen name, social security number, and address defined as PHI. If we and our insurance companies include that data in our enrollment paperwork…
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I've seen reference to employers as sponsors of health plans. Can you clarify what that means? We administer enrollment and terminations, pay premiums, and very occasionally help with problematic claims, but that's it. Are we sponsors of the plan…
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If you decide that the job description requires that the the applicant be bilingual, I'd consider paying a little extra for that skill or consider paying a translation or interpretation rate for the times when that employee is asked to translation o…