HRgsf
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NYGiants is right that the ADA disability analysis is whether an impairment substantially limits a major life activity. So if the employee’s back injury substantially limits a major life activity, it's a disability under the ADA. The reasonable…
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The employee may be entitled to leave as a reasonable accommodation under the ADA. The following is from the EEOC's Enforcement Guidance: Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act:Leave Permitting the use …
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We require employees to use a hands-free device and they're not allowed to place calls while they're driving. We also provide training when a cell phone is issued so that the employee knows how to operate the hands-free device. Our employees don't…
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If the employee has a disability under the Americans with Disabilities Act or the New Jersey Law Against Discrimination you might have to provide additional leave as a reasonable accommodation. The ADA applies if you have 15 or more employees and t…
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You should investigate the situation as a sexual harassment complaint. The employee has put your company on notice and you need to investigate in response to the information she gave the manager. Once you have done the investigation and have all t…
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We have employees use their personal cell phones and (depending on the plan) either reimburse for business-related calls or pay a portion of the monthly fees. We've never had to reimburse for replacement phones -- at least not yet!
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I agree about investigating. If things go from bad to worse, you don't want to have to try to explain why you didn't conduct an investigation. It's better to err on the side of caution and do the investigation. If there isn't enough information t…
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Even though it's not a new protected group, we're adding "care giving responsibilities" to our anti-discrimination/eeo policy.
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Our policy requires anyone with a guest to notify the fire warden that there's a guest in the building, regardless of whether the guest has a disability. I think it might be obvious in certain circumstances if the guest has a disability that would …
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We used 360 degree feedback for a few years and then changed to more performance reviews that allow self-evaluation along with supervisor evaluation. One of the problems we had with 360 degree feedback was getting honest input from co-workers who w…
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Don't know if this is applicable to your company, but changing from semi-monthly to bi-weekly will make OT calculations easier. Good luck and hope it works out!
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I agree with IT HR -- 6 weeks for normal delivery and 8 after a c-section is pretty typical. I've seen as little as 4 weeks for normal delivery, but generally it's 6 weeks.
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In hopes of making the workplace a little more fun, we're thinking about allowing radios on assembly lines in our plant to help break up the day for workers. Individual ipods or radios with earbuds are out because of safety reasons. We know we'll …
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We give out coupons to a local car wash on the first day of winter. We get a lot of snow and the roads get messy, so employees like to be able to get their cars cleaned for free. It's not too expensive and it's been a big hit. I don't like to sta…
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I agree with posted comments regarding requests for medical info. You might want to look at a request form that JAN (Job Accommodation Network) published:http://www.jan.wvu.edu/media/raemployersform.htmJAN's a really good source of information abou…
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I heard that crocs have been banned at some hospitals because they generate static electricity that interferes with the equipment used. If that's true I think a lot of health care professionals may have to leave their crocs at home.
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I agree that the problem should be addressed, but sometimes it takes a while to discover what's going on -- particularly with the selectively snobby workers mentioned. A lot of times employees who are not part of the inner circle will simply find w…
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Here's one I like: "Tell me about a time when you received criticism from a boss that was tough to take."The answers give me some insight as to how well they'll listen to and act on feedback.
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I agree with glasater that given the circumstances it would be difficult to terminate based on one incident, inappropriate as it was. If the incident was reported to you as a complaint about sexual harassment then you need to investigate. You migh…
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Maybe you can send the info along with any "welcome to the company" info you send to new hires before their first day. We usually include a letter that tells them (in general terms) about the dress code, what time they're expected to arrive, what t…
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This is very confusing! One part of the DOL's regs seems to say you can retroactively designate sick leave as FMLA if a person takes sick leave for one reason (e.g. bronchitis) and it turns into a serious health condition (e.g. bronchial pneumonia)…
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The cash wage you have to pay is still $2.13 but the tip credit will go up because it's the difference between 2.13 and whatever the minimum wage is.
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Thanks to everyone for the info! Some employees have mentioned that some companies are giving employees prepaid gas cards(!) Anyone ever hear of that -- and how do you determine who gets what? Also, I read about a company that reimburses some mileag…
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I agree with countrygirl and you might want to check your state laws too. Some states say you can't discriminate because of what employees do outside of work -- as long as it's legal!
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He might not have an ADA disability if it's a temporary condition, but if you don't let him work PT it might look like he was "regarded as" disabled by the company. Some courts have said that you have to accommodate if an employee is regarded as dis…
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I think countrygirl's right -- the employee has to file the claim within 180 days of the discriminatory decision, just like with any claim of discrimination for Title VII. But employees have 2 years to bring a lawsuit under the Equal Pay Act.
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It might depend on what kind of garnishment and also the state's law. In Illinois, an employer can be fined $100 a day for not submitting child support payments within 7 days after withholding.
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We're doing better with food that the company supplies for meetings -- fewer doughnuts, more yogurt, etc., but the goodies that individual employees bring in are not as healthy. I think it's probably better for everyone if those who shouldn't eat th…
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The vacation time was rolled into the PTO time and employees who were over the accrual limit (1 1/2 times annual allotment) had 3 years to "spend down" their vacation time. The sick time stayed in a sick time bank and employees who took sick time h…
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We give 1.5 days per month for employees with tenure up to 3 years, 1.75 for years 3 to 5, 2 days per month for years 5 to 8 and 2.50 per month for 8 years and up. Employees start earning in the first full month after they've been here for 60 days, …