Cheryl S SPHR
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Comments
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I agree that this would be compensable time.
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The State of South Dakota just did this. For information, you could contact their state Bureau of Personnel at 605-773-3148.
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From what I understand of the FLSA, I wouldn't try it. I think you need to bite the bullet and pay the OT if you are going to allow her to work both jobs.
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I agree that it depends upon your state -- in SD, we have a law that allows withholding pay for the return of the employer's property. I also agree that you are obligated to pay for hours worked under federal law, but a state law such as they may g…
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I agree with the others -- no way! I would however, try to find a way to help the employee obtain the therapy for the family member. Substituting credit for OT pay just isn't the appropriate (or legal) answer. Good luck!
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If we can talk about this some more -- I have another question. I understand we cannot dock "pay" in less than one-day increments. But what about leave (not FMLA related). Does that also have to be docked in whole day increments for exempt employ…
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Thanks for the comment -- I'm beginning to think I'm out on the edge with this one! Actually, I believe data shows this is one of the fastest growing voluntary employee benefits. I'm doing some research but haven't found anyone with experience w…
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Agree with the others. Any charges that were not being applied due to their status as an employee begin immediately upon separation. Cheryl
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We are self-funded and allow employees to opt-out. We do not pay them anything if they choose to do so. My concern about allowing folks to opt-out has to do with adverse selection in our group -- those that are healthy and can get coverage elsewhe…
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Banking -- usually 10 1/2. Cheryl
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Haven't had those scenarios here -- or perhaps I should say I'm not aware of them! In banking, it is RARE to have someone off on work comp. The coverage purchased by our employees is most typically cancer or intensive care or both. In those ca…
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We offer a couple of AFLAC products through payroll deduction -- cancer, intensive care, and accident. The employee pays the cost. We simply let the employees know it is available and get their permission (or not) to have the agent contact them wh…
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We had our shots delayed because the clinic that does them for us did not receive their supply. We too got a call just the day before the shots were scheduled. They remained without them for about a month and then got them in. As it was explained…
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Ours comes out to $49.25 per EE, but that's not a fair way to look at it as our benefit covers family members as well. Each covered person can get up to 5 sessions. We also get monthly articles to share with employees, unlimited management/supervi…
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As in most cases, the answer is "it depends." I think it is possible this could be construed as a verbal contract. Even if you are not legally bound to provide it, you may want to as a good-will gesture. You could consider purchasing private insu…
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We went to self-funding several years ago and purchased both specific and aggregate stop-loss insurance. I am not convinced this has saved us much, if anything. In fact, I am going to suggest we get a quote for full funding to see if we would be b…
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Where I currently work, we give out a gold company initial pin at one year and then add stones(rubies and diamonds) at certain intervals. I am aware of one employer that gives lump sum payments of X dollars for each year of service. The dollar amo…
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Since you haven't had any responses, I'll take a shot at this --- In my early career, I was fortunate to work in a state vocational rehab agency and had many co-workers who had a disability of one kind or another. I learned a lot that has helped m…
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I would probably get the FMLA paperwork, including the doctor's certification, before making any decision on whether this person is covered by FMLA. Don't assume the condition nor the employee qualifies until you have checked all the facts. Regard…
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I believe if you check the definition of disabilities in the ADA, it specifically excludes gambling addiction -- I would consider this to be similar and not a protected disability. IMHO....
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Here's the deal: He's getting an attorney, you better get one too. For what it's worth, that's my advice -- this sounds sticky and can get complicated real fast. Good luck!
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My response to anyone who questions whether they should fill out a first report of injury is always, "when in doubt, fill it out." It is then up to your carrier if it is a covered injury. I would say no -- it was not in the course of employment. …
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My experience has been that the same word can have different meanings in different regs. That being the case, I like having definitions in policy from a practical standpoint.
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I have to agree with the concerns raised. Why is this being done? Cheryl
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We do not give out references without a signed release & waiver of liability from the employee or former employee. In addition, all references are in writing and in response to written questions (to afford us the protection offered under our st…
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Do you ever utilize a 360 review? If so, this might be an opportunity to have this supervisor receive one that will give you feedback from all directions. With that information, you may be able to determine if there are "real" problems that need t…
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I agree with the direct deposit comments -- we have gone even one step further -- electronic pay stubs. On pay day, employees access a secure website to our payroll provider through a link on our intranet. They can then view and/or print off their…
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You are right -- you have a mess. My advice would be to sort out each issue and investigate it and then deal with any consequences. I am sure it is overwhelming when you think about the whole matter but if you break it down into the pieces -- list…
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In the few times I have had one like this, we handle as Sonny -- pay the employee a lump sum equivalent to the months of COBRA cost and the rest is up to them.
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Without delving into it further, my initial thought is that it is risky to terminate an employee based upon an arrest. Generally, it is recommended you take employment actions based upon convictions. If you wish to pursue this further, you may wis…