Betty I_O
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- Betty I_O
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Welcome to the FORUM! You may find question already answered in the "Pay in Lieu of Notice" item in this section of the FORUM.
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The doctors are writing notes based on what the employees are telling them and do not have first-hand knowledge of the working environment. Go back to your Worker's Comp carrier (they have or should be able to recommend professionals who can do a …
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Another satisfied customer! We also use GNeil, and they do send alerts when a law or regulation has changed significantly.
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We rely on our Employers Association (Employers Association of the Northeast @ [url]www.eane.org[/url]) and our labor attorneys for the most up to date information. (The combined experience of the HR professional staff in my organization is over 7…
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Welcome to the best (and liveliest) HR exchanges you will find anywhere! In general: Discharged MA employees must be paid in full on the day of the discharge. Employees who quit or resign must be paid in full on the following regular payday (in t…
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>She's not looking to have the place shut down but just to approach her boss with her issues From what you describe, your mother is between a rock and a hard place. Most "chain" salons are independent franchise operations, where the local manan…
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The fact that an employee revealed some very personal information to you does not trigger an authorization. He volunteered this information, but you have the responsibility to respect and protect his privacy. His medical condition cannot be shared…
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Our HIPAA compliance training also included the employee authorization. It is a protection for all parties concerned. The authorization allows an employee to limit certain data from being released. Their health information may contain sensitive …
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Since you also "help employees with getting claims paid," presumably every employee who comes to you with a claims problem (whereby you will have access to their and/or their dependents' medical info) signs an authorization for you to act as the emp…
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Doesn't sound like HR had any input. This just doesn't make good buisness sense . . . now you have the expense of your RIF employees collecting unemployment and you are hiring people into the same jobs? The rationale (if there was one) does not a…
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Your carrier may not be misinterpreting the HIPAA regulations. They can divulge claims paid vs. premiums paid. What they may be objecting to is that claims reports contain patient names and services provided, etc., which do constitute PHI. The c…
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Did your deceased patient sign a Privacy Notice indicating the individual(s) who could have access to PHI information? If there is not one on file authorizing his wife to have access to/knowedge about his care and medical condition, it is my unders…
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We took a little different route with an ex-employee who was constantly sending letters, e-mails,and phoning current employees during their work time, etc. for months and months after he was terminated. Our employees complained and even though the…
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Perhaps the cornrows/braids are not the problem? Could it be that the staff just does not like this person because she does not "fit" their little mold of what she SHOULD be like (or because she is a minority)? Maybe they need a jarring into real…
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We use online recruiting, also through our regional UI offices. We also are trying an online service called "CareerBuilder" for certain positions. We have found that one of the keys to successfully recruiting candidates via the net is to define th…
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Do you also do a CORI check? If so, the SSN and DOB are on the form. We have all candidates to whom an offer has been extended complete an acknowledgment of conditional employment, which clearly states that if the CORI or other checks we are requ…
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We also do not complete the insurance paperwork for employees. We explain our benefits thoroughly and arm them with all the information they need to make an informed decision. We may assist them, if they do not understand something, etc., but th…
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The advice you've received is correct. Having an employee use their personal vehicle does not remove your company from liability. The driving record of anyone hired into a position which requires them to use a company vehicle is checked upon hir…
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If the policy says five consecutive days, then that's what it is--period. Stand your ground on this one, or you will have to do the same with every future suspension. We have had management personnel who wamted to to circumvent our policy, as well.…
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Unfortunately, drug abusers use every excuse in the book . . . if you deviate from your policy, you are setting yourself up for future grief. Other respondents have indicated that if you put this aside and treat this employee differently than your …
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Terminate him. He just isn't a good fit for your organization. He can't keep his actions under control during what he knows is his probationary time, when he should be showing his best behavior. You already have an inkling of what life with him …
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We have used employees in recruitment ads, as well as marketing pieces. Each employee must sign a waiver in order toparticipate.
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We coincide our annual "BENE-FAIR" with our open enrollment for medical/dental insurances. We have dental, medical, optional life, and optional personal lines of insurance carriers present, as well as our EAP. We also provide employees with thei…
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SteelBoy: Do you work in HR?
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This head may be older than yours, Pork . . . there was an exemption under ADEA. Maybe one of our FORUM legal experts can verify if this still exists? As I recall, an employer could involuntarily retire a bona fide executive who was over the age …
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I also would not publish the letter. Take it for what it is: an ANONYMOUS person--probably with an axe to grind--who sees no other way to get back at the company. If you think by publishing it, employees will think better of their management fo…
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I also agree with the other respondents. The only time we would get involved in a situation liek this was if the employee was officially representing the company outside of work hours.
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Definitely speak up!
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Don, as usual, is right on . . . we've had to address this problem and there is no easy "fix" . . . get it done--short, to the point, and walk away.
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Such situations are not limited to the state of Florida! Massachusetts has pulled a few "boners," too--one of our best was the employee who struck his supervisor. We terminated; he filed. He claimed he was overwrought about his kids--his wife h…