HR In NH
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Yes, I agree, you can and should put counseling info in the employee's file. It's relevant to their history. I only have employees sign formal warnings and if they refuse, we just note "Refused to sign at such and such date and time".
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I can send you our policy, if you would like. Just email me at [email]hrcontact@laars.com[/email]. Basically, we have a point system with 1 point for a whole day absence (4 hours or more) and 1/2 point for under 4 hours (lates and leave earlies). …
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I've always considered an "applicant" to be someone who actually applied for a specific job opening. Then, I keep all of these resumes/applications, even if we did not consider them. Electronic storage is much easier, so we scan in any paper resume…
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I would make absolutely sure there is no chance that this employee was told to come in early or misinterpreted a statement to come in early or that someone implied she should come in early. Any questionable facts will be held against you. If there…
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I'm not aware of any federal or state law that would address this issue. I apply the prevailing rate of pay at the time the employees uses or is paid out for these benefits.
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We do the same...vacation and holiday pay (plus bereavement pay) for our hourly folks counts as time worked for incentive reasons - however, PTO does not count towards hours worked.
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I appreciate your response. However, I would be concerned about how you are treating your salary employees. Exempt employees normally must receive their full salary for any week in which they perform any work, without regard to the number of days …
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This is an unusual question! I'm assuming this person is salaried, or otherwise it would clearly be a violation of law. I did some researching under the FLSA and I still believe the DOL would consider this a violation. 541.602 states that an e…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-07-06 AT 09:31AM (CST)[/font][br][br]I would avoid letting anyone start before the drug screen results are back. We do rapid result drug screens and we have an answer within one hour. (Of course, …
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[font size="1" color="#FF0000"]LAST EDITED ON 11-03-06 AT 02:07PM (CST)[/font][br][br]No, you do not have to pay for their time or mileage. Applicants are not yet employees when they go for pre-employment, post-offer drug screens. It is just one mo…
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We currently outsource payroll for 200+ employees to Ceridian and we couldn't be unhappier. We inherited Ceridian from our former parent company when we separated last year. Their customer service is terrible - slow response, borderline rude, and …
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We had no trouble, either. We had our flu shots on Oct 27th @ $22 per shot.
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We pay "jury duty" pay for jury duty and anyone subpeoned by the state as a witness - all considered civic duty. We do not make them turn in their payment from the state. They are required to come in to work if they are in court less than 1/2 the d…
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I see that you are in Ohio, so this probably will not apply to you. However, we have employees in CA, which has the Pregnancy Disability Act, which allows up to four months of unpaid leave for pregnancy complications prior to birth, including morn…
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I think this employee deserves your support and you do have an obligation to attempt to provide reasonable accomodations. However, you can not do it alone. Try this link at the US DOL website. [url]www.dol.gov/dol/topic/disability/jobaccommodatio…
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I haven't had this situation yet, but I would meet with the employee and tell her what you've learned. If she admits to it, I would do a formal warning for falsifying information. I would also not excuse the absence, but at our company, one absenc…
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FMLA runs concurrently with WC absences, but FMLA does not require you to accomodate restrictions - it just protects for absences. If someone is working and not missing work time, there is no FMLA protection. As you know, the ADA does require acco…
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As of Jan 1st, I just changed our leave policy to require employees to use their paid time (whether vacation or PTO) concurrently with FMLA. Boy, have we noticed a difference already!! Previously, we allowed the leave to be taken as unpaid, but n…
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We have a similiar issue...I have an employee out on WC, who just exhausted his FMLA time. However, he is looking at another 4-6 months absences before he can return (plus, his motivation level is questionable). I'm going to look into this furthe…
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We allow half the FMLA time period (6 weeks or 240 hours) for those employees employed under one year.
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[font size="1" color="#FF0000"]LAST EDITED ON 11-14-06 AT 03:23PM (CST)[/font][br][br]I agree - if he was on lunch and doing nothing work-related for the company, then this is not workers' comp. Since he has involved an attorney (and therefore migh…
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This chain wouldn't happen to be Wal-Mart would it? They are notorious for employement law violations. Even if it's not, I think the same issue applies with many retail chains - they do not provide proper training for their managers and they do no…
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I agree - buying the chair is worth the money in the long run, even though the "reasonable accomodation" rule with the ADA shouldn't apply in the case. Just be prepared for everyone else wanting an ergonomic chair. We recently went through our ent…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-12-06 AT 12:47PM (CST)[/font][br][br]I would just check on your state law. In CA, there is a separate four month Pregnancy Leave for prior to the birth and for the recovery after birth (6 weeks, or 8…
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We allow more flexibility with our salary employees, since they do work more hours than an average work week. We do not take any action if a salary employee comes in late or has to leave early or is absent (unscheduled day). However, we do let e…
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I agree that you need to clarify that completing your probationary period does not in any way guarantee your employment or exempt you from termination, with or without cause. We personally do not use a "probationary period", because I've heard it…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-04-07 AT 08:05AM (CST)[/font][br][br]Due to HIPPA and other privacy considerations, you can only require an employee to make you aware of medications that could affect their ability work safely or the…
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The Fair Credit Collections Act is the one that protects employees (and subsequenctly employers) from harassment. The Federal Trade Commission regulates this law and you can go to their website for more info and to file a complaint. [url]www.ftc.…
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I agree with you...I think it much better to be direct with employees..they appreciate that more, and as you said, it can help them improve for future opportunities. I believe open communication is the best policy.
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I agree...email is not the way to address many things..and..you definitely need to sit down with this male employee..even if it appears to be "backpedaling". Just keep in mind that you are really just explaining the actual reasons that the male d…