AnaFL
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Ditto to all of the above compliments, and I too extend a heartfelt THANK YOU to all the staff and participants, who are so kind in sharing their precious time and advice with all of us asking questions. You are all greatly appreciated!
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Thanks so much for all your helpful input. To answer Calico's question, the funder requires the semi-monthly (pay on 15th and 30/31st of month) pay method, and there is no way around that, from what the agency is telling us. So it seems that at the…
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Yes, I did mean semi-monthly, sorry! Any tips would be greatly appreciated! Ana
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[font size="1" color="#FF0000"]LAST EDITED ON 04-17-02 AT 07:21AM (CST)[/font][p]At our company we have 80 hours of sick time given to salaried/exempt employees. If they are sick for any portion of the day, their leave bank is docked and this is fin…
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We keep them in both places, hr/personnel files - under employee pay status records, which is where copies of review letters are kept also, and the original is sent to our payroll department which is located in Wisconsin. The reason we do it this w…
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The short answer is yes. My understanding is that a salaried/exempt employee who works any part of a week, must be paid their salary in full for that week, regardless of how many hours they put in. They cannot be docked for any partial days missed, …
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Hi Rockie My understanding under the FSLA is that as a general rule, normal home-to-work travel time is not compensable. As you stated, if the travel time cuts across an employee's normal work hours then it is compensable. The Wage & Hour Divi…
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I read that the salary basis test specifically states that disciplinary deductions for exempt employees may only be made if such penalties are imposed "in good faith for infractions of safety rules of major significance" (29 C.F.R. 541.118 (a) (5) )…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-02-04 AT 11:03AM (CST)[/font][br][br]I would also check your State law. I'm in Florida and in our Statutes they have a section 627.6563 which defines full-time employment, and for us that is an employ…
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I guess it all depends on exactly how your policy goes. It seems to me that because the employee was terminated on the last day of a month, they would in fact start cobra on the first day of the following month. If they had worked on March 1st and o…
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I agree with bsa on the personal loa. At our company if an employee takes a personal loa not connected to FMLA, they will be covered on our insurance (we pay almost 100%) till the end of that particular month, and if they are gone for longer than 3…
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For whatever my input is worth, we have a qualified pension plan, i.e. profit-sharing plan, whereby all employees, regardless of position, get 15% (employer provided) of their annual pay deposited into their profit sharing accounts every year. So of…
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Assuming that you are an employer that is subject to COBRA, then your employee is entitled to continuation of coverage under COBRA. The qualifying event will be retirement and this would fall under an 18-month event. So you would have to offer COBRA…
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I'm in Florida and we were advised to do the same, i.e. never drop the spouse until the divorce is final and you have proof of that in the file. Then they can be offered COBRA in a timely manner, and you've done your part in full.
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I completely agree with Don on this one. Ana
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This is true if the injury is a recordable injury, i.e. the injury results in death, days away from work, restricted work or transfer to another job, medical treatment beyond first aid, loss of consciousness or diagnosis of a significant injury/illn…
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tfevergrn You've probably already dealt with this situation, but I was just reading it today....I have battled with this issue myself and I never did find a specific answer in my own State Law book (Florida). Our policy is almost the same as yours…
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Holly I'm in Florida and I received help from our local Safety Council. We are members and they provide us with just about everything with regards to safety. I also went to the osha website and found a ton of information (you can call and request …
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I'm in Florida and the answer is yes you can run FMLA concurrently with workers comp leave. Ana
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At our company we have a bereavement leave policy which is separate from other paid leave policies (vacation, sick, personal days). If the death is of an immediate family member, and the ee is responsible for the funeral arrangements, we provide th…
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Our company does exactly the same as Janet's. We have FMLA running for 12 weeks however, and at the end of the 12 weeks, we inform the employee that FMLA is officially over, but if they are still disabled and can back that up with medical paperwork,…
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I was under the impression that intermittent leave is only required to be given if it is "medically necessary" under the law. I understand that if the company wants to grant it for other reasons, they can. We had the same request from a male emplo…
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Thanks so much for all the information.
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Thanks so much for your responses!
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On a slightly different note, but related....I have a question regarding holiday parties as well. I work with a nonprofit agency who every year closes for one whole day and invites all the staff to a local restaurant for an end of the year, employee…
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Thanks for the input Don. I should have specified that the type of background check I was referring to is a criminal history background check, since the employee will be working with kids. I found out that she will be bringing a report from the Ca…
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Don Firstly, thank you so much for your detailed and helpful response. Thank you also to all of you that have responded with advice and well wishes so far. I am very appreciative of this wonderful site! To get back to your response Don, on the d…
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Hi Irenoll I think you should first of all update your drug-free workplace policy right away, and provide training to all employees, and have them sign a form saying they received training and understand it. We are a drug-free workplace too and ha…
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We do use the HRHero supervisors and the executive manager newsletters and they are working well. But I do agree that for many non-hr managers, the topic is quite boring in general, no matter how well written the newsletters are, and although I woul…
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Hi I just had to do one of these nasty little deeds towards the end of last year, and had to do a lot of research about how to go about it, since it was my first one. What I found was that each investigation should have a separate, secure file in …