Catbert46
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C. Voluntary Termination of Employment. If you voluntarily terminate your employment, you must give your supervisor and the Company’s Human Resources Department written notice at least ten (10) working days prior to departure so that the Company wi…
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Our PTO policy is less than the norm. Under the current economic climate we can not afford to increase our PTO. But if employee's wanted it badly enough to pay for it then we might try something like that.
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How about another tact, have any of you heard of or used a vacation time purchase plan? For example, we only offer 10 days of total PTO, so if we started a policy in which an employee could purchase up to an additional 5 days per year.
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Thanks Nae! I agree but the boss wants to explore it as an option. I have never heard of anything like it but I thought I would try you guys. Maybe someone else has done something similar?
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Yes, it is a typical problem. What I have done is limit the number of brokers working on my behalf and giving specific Agent of Record letters for the various insurance companies. If my current broker goes to BCBS first then he/she gets that quote…
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We did the same but with an HRA. We kept the traditional PPO for those who chose to stay in it but we made plan changes to the PPO to make it less attractive. We make additional changes every year, increased contributions, increased deductible, in…
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Look under the HR Documents section for a thread named "PTO - What's Standard. There a lot of good postings to that thread.
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I'm happy to know I am not the only one! I recently did an enrollment of a group that we aquired out of bankruptcy. They had been used to a typical PPO plan with copays. We have a CDHP with an up front deductible also. You would have thought I h…
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You also would want to certify and count the time towards the FMLA limit. You never know what might happen. It may be that she has a more difficult surgery than the doctor anticipates and her time out could be extended. It is always in your best i…
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No and thanks for the follow up. That is the way my attorney interpreted it. I am obviously mistaken in my understanding. I understood/misunderstood that the employee had to be actively at work to get the add back. This particular situation is th…
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You Rock!! Thanks!
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We actually use D also. I thought they couldn't use it that way but my atty interpreted the word "uses" differently. Believing that we did have to give the credit even if they were not actively employed. Do you know specifically which part of the…
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Not to the best of my understanding unless there is a serious medical condition for the daughter outside of giving birth.
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I agree with the other posters. If the employee was on unpaid leave then they wouldn't get the holiday. Especially if the leave was longer than just the two days. If they were on paid leave or were only out those two days and it was pre-approved th…
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Thanks for the feedback. Chicken that I am, I decided to contact a NJ labor attorney to be osn the safe side. Basically he said it was fine to pro-rate the merit increase by the time missed if that had been our practice. But was concerned that in…
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I have not been able to get a doctor's office to even verify that an out of work note was issued to an employee in a very long time. It really makes it difficult for employers and easy for the scammers.
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To cover yourself, let her provide the FMLA paperwork if she will and extend her total leave to 12 weeks. The courts won't care if she has run out of STD they are looking for the twelve weeks if proper documentation was supplied. If she refuses or…
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Chronic bronchitis is also a symptom of COPD which is very serious. As in the last post if she has doctor certification she would probably qualify for FMLA and so your hands are tied.
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I was on the DOL website but couldn't find any clarification beyond - if an exempt employee does not work any part of the week then you do not have to pay. My only concern is that the facility was closed and he was unable to work.
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It was effective the day he signed the bill. 1-28-08
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Thanks for your reply. Based on my web searches it appears that Media Partners has 2 that come highly recommended. "In this together: An Engaging Look at Harassment and Respect" and "Harassment Is..." On the site I was able to view both in demo m…
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Where do I sign up! We used to have a Halloween costume contest. We gave away prizes for the best costume, most creative, etc. They loved it. We had rules of course. Costumes had to be within the dress code, could not impair ability to do job, …
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WalMart is definitely the low price leader. I shop there every couple of weeks because their prices are just so much lower than anyone else. However I will tell you that I never have a pleasant experience there. They are always extremely crowded …
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If they were actig within the scope of their employment then probably not. If they acted outside your guidelines then probably so. Especially if they acted in malicious manner.
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Agree with Marc. That is my understanding as well. It is talking about a sick leave, vacation, or PTO policy. In some instances an employer may not have a specific sick/PTO policy for exempt employees and in that case you would have trouble justi…
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We do indicate that an internal candidate has been identified but we consider all applicants. Sometimes people you wouldn't expect apply and we won't make a final decision until all candidates have been considered. It just means we have someone id…
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Yes we do. We may put a tag on the position that an internal candidate has been identified but we allow those interested to apply. It is best to be consistent what ever you do.
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I think that you are off the hook for FMLA since she never made you aware there was any medical condition to consider. UI is another story. Every state is different. Most recently I worked in SC where an employee was not eligible to draw if they …