Down_the_Middle
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Similar to catching minnows in a shark net....... For what it may be worth, in my industry (healthcare) we screen those calls that come into our main call center and refuse to transfer them unless they're an emergency. Calls that sneak by or someti…
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Hasn't there been some discussion w/the internal candidate b/4 now??? Presumably the conversation would include the requirement of a security clearance and other job differences..... So what's the problem w/ a conditional offer as Pork suggested?…
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Reminder: Keep in mind you need a formal plan description to clarify what our qualified expenses. The IRS does not permit certain types of expenses 2/b reimbursed tax-free, so I would recommend some research or benefits advice b/4 leaping into this…
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The tuition reimbursement program you refer to is found in IRS code 529----tax free reimbursement for approved educational expenses. If you have this type of benefit in place, the employee can receive up to $5,250/yr tax free. If not, then the rei…
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De minimus is frequently determined by the individual auditor or investigator, but I've always used $100.00 as a rule-of-thumb and have never had any issues with that amount. I recently had a DOL auditor define de minimus as anything less than $150…
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This topic is RARELY a work performance issue, so for those that prefer to view it that wasy, just about any type of piercing s/b permissable. Many employers, however, view this as a decorum; customer service; corporate culture type of thing and co…
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I would take the position that her "intent to leave/interview elsewhere" constitutes a verbal resignation. This has become more than trying to leverage you. She's committed to leave, asking for time-off, etc... The real question is whether or n…
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Your question is likely being avoided due to the absence of more info. This forum is happy to share suggestions w/other HR prof's, but more info is needed to help w/an intelligent response. * who's vehicle was damaged? * during the course of em…
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RickAl: For qualified legal advice, I'd suggest you talk to your local counsel or hope that 1 of the forum attorneys jumps in............. In the absence of that, I'll share w/you my non-legal thoughts: Coast Guard is covered by USERRA. USERRA…
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WO: Since I don't believe WA mandates certain benefits for part-time employees, the simple answer is YES....... you can unilaterally remove those benefits that are giving you fits. Now whether you can continue to recruit and retain these folks is …
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I strongly share the sentiments of the prior responses......... money has little to do w/your ability to feel comfortable with the new hire. Requiring criminal BGC's not only tells your customers/vendors/clients, etc that you are serious about em…
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JackieE: In a former life (6-7 yrs ago) we developed a $250.00 payment for this employee agreement and it was deemed to be legally sufficient for what we were insisting upon. We ultimately backed off the concept when we chose to purchased ELI insur…
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WT I can't imagine ANY arbitrator reinstating a voluntary quit based on your example. The decision on whether the employee returns rests solely w/the employer. I remember taking something like this "to the mat" a few years ago and the arbitrator w…
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vphr: At the risk of looking to split hairs, I think the expression of earned or accrued or granted is prolly semantics. Once the employer has decided to offer this type of benefit, most states have said this is wages and whether we choose to quali…
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Just a word of caution to those that have the "buy-back or sell-back" practice in place. The IRS contends that such a policy gives way to issues of "constructive receipt" and that such a policy may require the employer to tax the vacation benefit A…
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kdspa: I'd recommend ASSIGNING him those tasks that he's physically able to perform (w/in his restrictions). His failure to perform them is a performance issue and would be appropriately handled that way. Expecting him to seek out duties that he c…
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paranor98: The use of the term "may" affords you maximum flexibility in deciding whether or not to offer the leave, how long, and under what terms. Things like business volumes, flexibility of staff to fill-in, reason for leave, etc.... are all im…
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We only require satisfactory completion of our 90 day eval period and 2/b in good-standing at time of request. While 3 mos is not a long waiting time we've chosen to use this period in hopes that the ee will transfer vs terminate.
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Since CA seems to always be different, the suggestion to check w/Counsel probably has merit. I have had no problems incorporating the "at will" language in our offer letters while still mentioning that this opportunity is expected to last as long a…
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Ditto on Porks' scenario 'cept for the last sentence. We link the two together.
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Using language that says: "leading to the arrest and conviction of" provides more clarification than what you're planning to do. You'll have to decide if there's a distinction between misdemeanor or felony theft. The issue of false claims is alway…
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If you file reports like EEO-1 and have an AAP, you'll certainly be expected to advertise in a geographic area that is representative of your population. While you can certainly post internally-only for some vacancies (e.g. where a planned successi…
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I would likely try and error on the side of providing a few posters. The open disclosure will eliminate any future issues w/suppressing information, being treated like mushrooms, etc..... At the very least have sufficient info readily avail to the…
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For brevity's sake I'll focus on the single question vs. the scenario. You might try using "We regret" ... It allows you to stay away from the subjectiveness of "unfortunate".
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Nicely stated LarryC........ Eventually you'll need to inform this candidate (& all others) that you've chosen an individual that most closely satified the position requirements.......... That will likely do it for the person who thinks he's…
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I agree. No pay. Unless you offer employees some type of vac/ETO/PTO from the get go, it's w/o pay.
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Caroliso: This is sooo very simple. Not necessarily easy, but simple. Treating "a friend" the SAME as you treat any other employee is the path to follow. "Alerting" someone is not only unethical, but may be viewed as subversive to your employer a…
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If all other issues are essentially the same w/the 2 candidates, the answer is YES. Why would you pay anyone more money for a job than you feel is necessary???? There's no federal law that requires an employer to pay more dollars to someone becuz…
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Prior, job related experience is certainly permissable in determining a start rate for a new hire. The issue of discrimination arises when the employer chooses to pay 1 person more than another and the criteria to do so is based on a protected cate…
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While you likely have some obligation to pay for the hours worked, I would simply acknowledge it (internally) and wait 2/c if you hear from him. If he raises the question you pay him and its over. If he goes quietly in the night, then no harm no f…