AnneHa
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Yes, you can have madatory direct deposit in Ohio. I'll try to find the source for this info, but we researched it about three years ago and were informed that we could. I know the ORC addresses the public sector - just not sure about private. An…
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We faced the same problems when we implemented automatic time and had to include some punitive measures in our policy. They read: (e) Employees who clock in late or fail to clock in twice within a 3-month period, will receive a verbal warning. …
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We have used ADP's PC system since September 2000. Before that we used paper time sheets to record our time. Once we got everyone 'trained' to use the clock, it worked great. I spoke with our payroll supervisor who said she would kill to keep it.…
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...but we are trying to help the supervisors see the potential damages for not reporting to us timely... I would let them know the personal consequences of not performing up to expected levels for a supervisor. Yes, this could cost your agency $$ …
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The reality is that should a >disaster impact your locale, you (your >organization) may need services or may have >services you can offer. This is a good point. We found out that our new bookmobile with satellite capability woul…
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I can email (Word) or fax to you if you'll send your email address or fax number. Anne in Ohio
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I'm not sure what you mean about a 'procedure'. I have a statement in our personnel manual regarding HIPAA and have employees sign a copy of it at orientation. But I don't have a procedure exactly. Anne in Ohio
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I'm also willing to share ours. We have the same problem with "holiday hogs", but departmental supervisors can restrict the number of holiday weeks an ee is approved for. Anne in Ohio
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This is what the carrier told me. Since the ex-ee did not elect the continuation coverage, I don't know if that's how it would have played out or not. And how it's handled may depend on the plan provider's policy. Anne in Ohio
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I asked our carrier this a few months ago because we had an employee leave for a new position that did not offer dependent coverage. They told me that the children are qualified beneficiaries. The oldest child becomes the 'subscriber' and the youn…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-28-07 AT 07:28AM (CST)[/font][br][br]The reg clearly indicates that this particular ee is not ELIGIBLE for coverage under FMLA. 29CFR825.110 a) An ``eligible employee'' is an employee of a covered e…
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Great website, drehil. Thanks for posting. Anne in Ohio
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This isn't really an FMLA issue at this point. That leave will cover time off for medical issues dealing with the 'condition' certified by her physician, whether long-term (up to 12 weeks)or intermittent. I'm not sure about ADA. In general, tempo…
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We would do much as Nae does. Our community is small enough that we can easily verify this kind of thing if we thought it was necessary. No certification required, but they do have to bring the baby in for inspection, ASAP. Anne in Ohio
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[font size="1" color="#FF0000"]LAST EDITED ON 04-27-06 AT 11:57AM (CST)[/font][br][br]#3? Keep in mind the accommodation must only be 'reasonable' not necessarily what the employee 'wants'. Anne in Ohio
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We're also sweeties about this stuff. My daughter (in NC) is due to deliver my first granddaughter five weeks from today. I will be using vacation time for the postpartum job I'll be handling. Baby's daddy is right there but kind of terrified (in…
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Don D - would you please explain the 96 hour time frame? I have been allowing 480 hours for FMLA and want to flog myself if I only had to allow 96! Anne in Ohio
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Google 'interview qustions supervisory' and a bunch of resources pop up. I use this method whenever we're building interview questions for certain positions. Anne in Ohio
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Our ees are subject to discipline for not following time clock guidelines. This is our policy: (e) Employees who clock in late or fail to clock in 3 times within a 3-month period, will receive a verbal warning. Additional late clock-ins or failur…
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We have offered this to our employees on a limited basis and always have more sign up than we have room for. No one seems to have any issues with it. They are not dedicated 'first responders', but they have more confidence when handling a medical/…
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A few of our supervisors send a follow-up email to the employee recapping what was discussed during the 'conversation'. This provides dates and acknowledgement that the ee was made aware of the situation. Anne in Ohio
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If you terminate her today, would she still be eligible for COBRA if her insurance doesn't start until August? Anne in Ohio
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> >We don't have issues with this (public employer) > > >Ouch. Public employees don't create, invent or >improve? You're not helping on the stereotype >front... In the sense that we don't 'create' products, publ…
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We don't have issues with this (public employer) but here's a link you might find helpful. [url]http://www.utsystem.edu/OGC/intellectualproperty/ippol.htm[/url] Anne in Ohio
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Ohio doesn't require meal breaks, paid or unpaid. If you choose to provide unpaid meal breaks (longer than 20 minutes) an employee must be relieved of all work responsibilities for that period of time. As long as you pay for all time worked, no pr…
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>Back in the day, you might have received all our >responses in Haiku. Are you the former WOCO Frank - The Haiku Champeen? Anne in Ohio
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I always like to inform supervisors that they can be liable in the event a wrongful termination suit is filed. As in "You worked hard for that new 4x4 - don't you want to keep it?" I also tell them to step back for a bit, and think before they do …
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Well, Irie, I guess it won't make any difference what the law says. All that matters is the bizarre way it's interpreted by the courts. Anne in Ohio
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That is absolutely ridiculous. FMLA is in process for an update with employer input. This should be included as a problem that needs to be clarified. Anne in Ohio
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I think that would only come into play if you rehired within a year. The regs say 1250 in the previous year, including non-continuous periods of time , I guess for seasonal workers and such. This shouldn't have too much of an impact on regular emp…