AJ SPHR
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This was a question on another HR bulletin board and several HR professionals who work in mfg areas stated they had already modified some of their policies to incorporate a ban on picture cell phones while in the work place. Some reported instances …
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I am a member of SHRM and they have made reference to the fact that as a member, I should have access to HR Comply. I used to get the e-newsletter, but don't anymore even though I've tried to subscribe. So I made an assumption that they stopped supp…
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I was employed at a large mfg company that acquired many companies. My experience has shown me to SAVE EVERYTHING at first, going through the legal obligation later. Missing, incomplete, inaccurate employee records from acquired companies have cause…
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I don't understand why you think you don't have to offer COBRA if someone is moving out of state. We always are obligated to offer continued coverage through COBRA when an employee is no longer eligible for coverage. The only time you may not have t…
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I can't imagine being sued because an employee didn't receive a performance evaluation, unless, as others have asked - would the performance evaluation served as the basis to make the termination decision? Or, is she upset because the performance ev…
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I just created a Harassment training program for all mgrs that reviews all types of harassment, provides case examples, and thoroughly reviews the mgr's responsibility to stop harassment or investigate when notified. This is the first time harassmen…
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Additionally, if you tell the employee to leave immediately and don't pay out the notice, be careful that you'll be encouraging other employees to not provide 2 weeks' notice. We always pay for the 2-week notice if we decide the employee should leav…
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As others have stated, it's based on state law. I do know that California is an example of an "immediate pay state" where paychecks are due within 24 hours of termination. I work in PA and we don't have the immediate pay requirement; we include fina…
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I receive daily e-mails from benefitslink and they had a link to this article, which talks about the requirement for small businesses to comply with HIPAA (one "P", not two!) and also provides a link to earlier articles that identify the steps requi…
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Yes, I sure will "report back" to the forum if I do listen. I'm interested in this topic because my boss has asked me to investigate the possibility of introducing an HSA, so I thought this might be an "efficient" way to learn more.
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We are a small (100 ee's approx) company and plan to offer relo expenses as Marc describes in #1, 2 and 4.
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It's my responsibility to look out for the best interests of the company, and that includes ensuring that managers are trained and adept at handling employee relations situations. Both employees and managers are encouraged to come to HR when there a…
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Hi Ritamcguire, Life Status events include legal separation and divorce, at which time your employee could drop the spouse (or ex-spouse) from coverage. Otherwise, it seems to me that the employee would have to continue with 2-party coverage, paying…
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Hi Beave - wow a company that still pays 100% for health insurance! Pre-tax deduction plans are called section 125 plans, because that's the IRS code that deals with the rules associated with offering those type of plans (FSA's are also subject to t…
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Beave, if you are taking pre-tax deductions for benefits, the IRS has rules you must follow regarding changes mid-year. Change can only occur if a valid life status event has happened (e.g. legal separation, divorce, marriage, birth, etc). So if som…
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Don, you say: "It is also not true that employers in Texas and Oklahoma are required to have in the lobby one of those brass boot-puller things that sit by the door of most farmers." But isn't there a requirement for brass spittoons? x:-/ Just ki…
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Unbelieveable .. 20 somethings are protected class? #-o Thanks for the input. I believe I will order a bulletin board pronto to get the required postings displayed here to ensure we're covered. Better to be safe and thorough, than sorry.
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Thank you both. Yes, I also thought that article was a little scary and while it seems to not be "required" to have posters right here, in that case it provided a valuable defense. We don't really have an area for applicants to just come in and fi…
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Sonny, in the case that was described in HRHero, it sounds like the employee filed an age discrimination claim after being interviewed. Could someone feasibly file a discrimination claim for not being selected for a job if they only completed and su…
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Also, at least in PA (and perhaps many other states), if you include any non-compete restriction or clause in a severance agreement after an employment relationship has been terminated, the courts only will find it's enforceable for roughly the same…
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If you have a bonafide sick leave policy, and he hasn't yet accrued sick time according to your policy, you have the right to dock his sick days in full day increments (this is in response to your statement that he does not "repay" the days by worki…
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We require employees to be on active status the work day before and after the holiday, which means they could be actively at work or receiving vacation or sick pay - but not disability pay or on an unpaid loa.
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Agree with mrsbowden that I ask and have been asked many situational questions. If you have sample scenarios of real life situations that may be encountered, then describe those and ask the candidate how he/she would handle it. And I've been asked a…
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Can you provide a little more info on the job - is it someone who will support a business unit and work directly with customers (employees) or more internal to HR?
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I worked with a couple of people who I thought were also obsessive about cleanliness and did the paper towel thing (shut off the fawcet with it and then open the bathroom door to leave). But I always laughed as we walked back to our desks together (…
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I agree with others, do not put anything in writing and do not honor an unsubstantiated "promise" of a raise. The scenario will make this employee wiser the next time and make sure that he/she gets in writing!
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I like mwild31's reply. I, too, like to read threads the whole way through before responding. I have to admit that the way JM's initial post was worded did set up the hackles on my back (is that the right phrase or idiom?:-? or is idiom the wrong wo…
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First of all, don't make assumptions about the person being disabled and qualified under ADA and deserving of an accommodation. You should contact her to ask about her status, send her medical certification form to get FMLA started and any other dis…
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I sent you an e-mail. Thank you! xclap
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Thanks, Don. The odd thing is the lab we've selected doesn't have a referral form, nor do they have any instructions we can hand to the applicant. They've told me simply that an applicant make an appointment or just walk in, bring a picture i.d. and…