CAL

I would ask your broker to cite the reference to the Federal mandate -- betcha he/she can't do it. A pregnant employee is entitled under federal law to the entire 12 weeks, if requested, for pregnancy, childbirth and child bonding (and in some st…

in Short Term Disability and Maternity Leave Comment by CAL June 2003

[font size="1" color="#FF0000"]LAST EDITED ON 02-04-04 AT 12:39PM (CST)[/font][br][br]Whoa, carecruiter! You need to look up the California Pregnancy Disability Leave law (a notice should be posted on your bulletin board). It is separate from Cali…

in Anemia due to pregancy Comment by CAL February 2004

I'm reaching here, but maybe your former colleague was citing California Pregnacy Disability Leave, which does not have any minimum length of service attached to it.

in Pregnancy Leave Comment by CAL August 2003

Yeah, I was wondering about that, too, so I looked it up in Hawaii's Labor Code: “Reciprocal beneficiaries” are two adults who have significant personal, emotional, and economic relationships with another, yet who are prohibited from marrying,…

in Does the FMLA cover in-laws? Comment by CAL July 2003

Here is what Hawaii's Family Leave Law says: "An employee is entitled to a total of four weeks of family leave during any calendar year upon the birth or adoption of a child or to care for the employee's child, spouse, reciprocal beneficiary, or pa…

in Does the FMLA cover in-laws? Comment by CAL July 2003

[font size="1" color="#FF0000"]LAST EDITED ON 06-16-03 AT 11:31AM (CST)[/font][p]We are a large organization (5000+) and our total LOAs are currently running at about 10.5% of employee population, with intermittent LOAs making up about 1.5% of the p…

in FMLA STATS Comment by CAL June 2003

IF your company is covered under FMLA, you MUST allow the employee the full 12 weeks for pregnancy and childbirth; however, you don't have to pay them for any of it (which is why many new moms come back to work sooner rather than later). Please get…

in FMLA and Pregnancy Comment by CAL June 2003

In my state (CA), we are not allowed to inquire of the actual diagnosis when determining leave status, so making a decision based on that information would be company suicide. So, let me ask you this - does it make a difference to you which fatal i…

in False FMLA certification Comment by CAL June 2003

lnelson, I would return her to her original position. What you just said about moving her from an A/P clerk to an A/R clerk position tells me that she will not have virtually the same position - one pays bills and one bills customers. Aside from t…

in Returning from Maternity Leave - HELP Comment by CAL June 2003

Exactly right - that's what she does; plus, she supervises the people that do data entry for the personnel files.

in AZ Child Support Order Question Comment by CAL September 2003

Don - with over 9,000 current and countless former employees' records to manage, our Records Manager would vehemently disagree with you, to be sure! But, thanks for your suggestion, just the same.

in AZ Child Support Order Question Comment by CAL August 2003

Thanks, Leslie - I thought this seemed fishy!! If getting your child support raised was as easy as printing a form off the internet, heck, I might've done it for myself!

in AZ Child Support Order Question Comment by CAL August 2003

Lola, You don't have to go to a vendor to find out the state requirements, just go to the California Division of Labor Standards web site: [url]http://www.dir.ca.gov/dlse/WorkplacePostings.htm[/url]. In many cases, you can download the posters for…

in Federal compliance workplace posters Comment by CAL August 2003

Ditto to the above - not a good idea, IMHO.

in Announce ee illness? Comment by CAL July 2003

I would wait for subpoena before producing anything, and would tell the requesting attorney's office so. The reason being that you will have the specific request in writing so that in case the question of releasing "private" information about your …

in Help! Can an attorney ask for this? Comment by CAL July 2003

We have a policy that non-exempts are not to work unsupervised overtime, but we have no such policy for exempt employees. It is expected that most of our exempts are self-directed and capable of making decisions about whether or not their workload …

in Potential Problem Comment by CAL July 2003

On the face of it, I would have to say "yes" it sounds like retaliation. However, my .02 is tempered with the fact that this is a third-hand recount of the facts, and in my experience, information usually gets lost in the translation. The OT thing…

in Would this be retaliation? Comment by CAL June 2003

[font size="1" color="#FF0000"]LAST EDITED ON 06-02-03 AT 12:16PM (CST)[/font][p]Well, that is definitely a different story -- I would say Don's advice is right on the money (meaning look at all concerned before making a decision). And, as long as …

in Sexual Orientation Comment by CAL June 2003

I'd tell these two that tolerance for their behavior is not an option for the company and give them a formal warning.

in Sexual Orientation Comment by CAL May 2003

Nina - I would try the California Chamber of Commerce - I've only seen the posters in Spanish or English, but they would/should know if you can obtain the information in Tagalog. The number I have for them is 916-444-6670.

in Spanish New Hire Forms Comment by CAL May 2003

I haven't found anything to suggest this is required for new hire paperwork. There is, however, a provision in California that if more than 10% of your workforce speaks a foreign language, then you must provide all your labor posters in that langua…

in Spanish New Hire Forms Comment by CAL May 2003

I think this is my first post, but I couldn't help but respond to this, Don. I used to work for a company that sent many crews to Mexico on jobs. The gesture to which you are referring implies a sexual act. I'll let you figure out which one. Bet…

in Spanish New Hire Forms Comment by CAL May 2003

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