Carey
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My turn - yrunrvs - what everyone wants to know is: What did the employee tell you during the exit interview? What were the previous issues in the billing department that you had discussed several times with the CFO? What were the "quick fixes"…
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Believe it or not, CA does not require us to pay for jury duty, but we do have to allow the time off to serve. We pay for ten days and allow them to keep what the county pays. Here the Courts keep track of what employers' jury duty pay policies ar…
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I would check your state laws.
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I'd say you're in a pickle. I have been in many pickles myself. Without documentation of his performance issues and without him having been given sufficient warning and opportunity to improve, I wouldn't recommend terminating him. If this were ha…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-31-04 AT 03:05PM (CST)[/font][br][br]The concept was tried at my company, but was a huge flop and abandoned. We separated out a "services" company that included HR, IT, Finance, Safety, Marketing, Fa…
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We have a similar situation right now with a current employee who claims their expense report from an international assignment in 1998 was lost and never paid. Our attorney says it could be a contract claim, but contracts must be enforced within 3 …
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In addition to having a policy, my company also requires employees to annually review and certify their compliance with the ethics policy (in addition to certifying at time of hire). They would also disclose potential conflicts of interests that we…
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I didn't read all the posts, so don't know if this was covered, but is ADP going to indemnify your company for any and all wage/hour, discrimination, harassment, etc. claims if the situations weren't handled properly? I doubt it. Without some inte…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-15-04 AT 07:07PM (CST)[/font][br][br]I'd give the form back to the General Manager, or whoever terminated the employee, and ask them to complete the form, since you don't have the information and nobo…
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Just a note on the W/C issue, even though that's not your primary concern. We had an employee who passed out at work, hit her head, and it was not covered by workers comp. Don't know what her medical issue was that made her pass out, but it was no…
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I have to agree with AluminumBoy. Employees are not protected for illegal activity outside of work. The company would be acting on the good faith belief that he was violent and since his intended victim is an employee, they have the duty to protec…
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Once again CA has a law. We must allow employees to use half of their sick leave to be absent to care for a sick family member. If there's no state law, then you can have whatever policy you like regarding the use of sick leave. We have PTO, so e…
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I would probably be more accommodating, but it might be easier in my work environment. I would try to find "her" a separate restroom facility until the surgery was complete. I would also (with Sue's permission) do a little training with the employ…
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Yep - we revised our dress standards to be general for both male and female. We took out gender specific lists of what was considered inappropriate. The law doesn't address restroom facilities, but I would say biology takes precedence if there are…
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An employer cannot honor the employee request to use a partial day of PTO if the absence will be for personal reasons. If the employee works any part of the day, they must receive the full day's pay. An employee can use a partial day of PTO if the…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-13-04 AT 11:25AM (CST)[/font][br][br]It's been a while since your first post. I hope you are feeling better. It sounds like you are able to spend some more time with your dad and that's probably the…
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Yes you would still need a doctors note and I agree that I would want it to spell out what activities the employee could do and how long each day/week they could work at home. Our STD carrier allows for part-time disability, so the benefit would be…
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The temporary adjustment did not change his base salary at the time, it was an additional monthly payment (but it was not listed as a separate line item on his pay stubs), so it did not effect increases. It won't be difficult to figure out the exac…
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I'm emailing you both our verbal and written reprimand forms, but to be honest, we don't really use them. We put our written warnings in memorandum format with a signature line at the bottom. We document verbal warnings, but don't necessarily give…
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But in CA we can charge a partial day absence to sick leave, unless the employee has exhausted all of their leave, then they must still be paid. This gets tricky if you have PTO (like we do).
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If she remains exempt, by definition, you cannot pay her by the hour. What we do in these situations is change the employee to part-time status and adjust their salary accordingly. You would decrease her salary by 25%. If she works more or less, …
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We also tend to use more general language in our policies because they need to apply to all offices across the U.S. I checked our Anti-Violence policy and we give examples of prohibited behaviors (and use the 'include but not limited to' language),…
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We do exit interviews for everybody, but skip a few of the questions for the involuntary terms. Most of what we get isn't very useful, but every now then we do. HR is not usually involved in the termination meeting, so sometimes we are able to do …
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Since you are speaking of employees in CA, the answer to all the questions is no. Any deductions from wages must be authorized in writing by the employee and that authorization must be made at the time of the deduction ("contemporaneous" is the wor…
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Specifically, it's the Dept of Labor Standards Enforcement at [url]www.dir.ca.gov/dlse/HowToFileWageClaim.htm[/url] The employee can download the form from this site and either mail it or bring it in person to file the claim.
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Ours is a change of status letter and we only include the termination code description with no details (reduction in force, unsatisfactory job performance, absenteeism, etc.) along with dates and a reminder of the agreements (confidentiality) they s…
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Be sure to check state law - we can't charge employees for uniforms in Calif. Class action at Abercrombie & Fitch for requiring employees to only wear A&F clothing at their own cost.
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Who said anything about trying to fool a doctor or anything else illegal or unethical? I don't presume to know everything about someone by a few sentences on a website. I was pointing out that there are other options to staying in a miserable situ…
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If you're in California and you don't quit, you can collect UI. Only in very extreme misconduct situations do they deny it. You might want to talk to your boss - it sounds like he basically gave you notice, just not a specific date. Maybe you can…
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If you post your email, I'll send you out retirement policy.