Down_the_Middle
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I'm not familiar with any state that permits the employer to "hold" pay until the employee provides the needed clarification. Most states obligate the employer to make payment for those hours either worked, or reasonably believed to have been worke…
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The only analogy that comes to mind is : Why would you stop paying someone in dollar bills and convert them to the equivalent in quarters????? The problem seems more on actual performance than how to pay the salesperson. Replacing this person st…
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Having no witness is likely the ee's response to maintaining confidentiality with the issue. I've seen this frequently and it has never been as issue. Have an HR employee witness (acknowledging the signature)and as long as the witness is not the s…
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Your legal counsel can help you decide how much "consideration" is needed, but it must be something additional.......... Something that she will not otherwise be entitled to. It will likely take a sizeable amount to achieve your objective, but ke…
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If this employee's work performance is only minimally affected by her pregnancy, I'd go with the employee's desire to continue working. The MD is likely addressing the mother or baby's health risk vs. Mother's capacity to continue working. If her …
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Short answer is yes,...............and you've presumably thought through the pros N cons of doing this. Doing a little fishing, are we???
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Yahoo------ I have a fairly comprehensive list of the dir deposit req's by state. If you tell me the state in question, I'll be happy to share it with you.
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Tonia: I look at this a little differently from the other responses. I think an employer has every right to know why the employee is unable to report for work as scheduled. We encourage suprv's to regularly contact employees: 1. find out how the …
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Depending on the new executive's committment, you might successfully orchestrate a retirement departure for the employee. Maybe some incentives to encourage departure, (e.g. lump sum payment as a retainer, hlth insur continuation, etc.) ? If the p…
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Don: While I pride myself in choosing those battles, this "aint' one of em I can avoid"........ Our Board chair is saying we need more than our customary "we do not accept gifts from patients, etc....." Ughhh
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LoraW: HRsage is correct with the 1 year after termination requirement. If you're reluctant to give up anything, it might mean you shouldn't have it............... Good luck
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We do it on the 7th absence within the last 12 months.
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Many states require that any type of "in lieu of notice" period must be paid to the departing employee. If you abbreviate the employees notice of resignation period, you'll likely be required to pay for it. Your state statutes should cover this re…
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That was helpful information. Our stop loss is $200K per individual with no aggregate. I can't tell you what to expect for reinsurance increases, but with such a small number of claims reaching $40k, I can't imagine it would be too significant. S…
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Recognizing that the reinsurance market is more favorable right now, it is also subject to wide swings....... If your stop loss is truly $40K (vs. $400K), then I'd be surprised if you don't get a sizable increase. Our stop loss is currently $250K…
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HRQ: Notwithstanding the "red flags" that are waving here, I'd be inclined to suggest to this person that they will be eligible for consideration after demonstrating some stability in employment with someone else. Perhaps after they have worked for…
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While many states have provisions for who gets access, what info, when, etc...... I don't believe FL has such a statute and probably permits you to deny anyone's request. Whether or not you choose to do that is your call. I believe the employee has…
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Whether or not the employee "minds" is less important to me than admistering the policy consistently and uniformly. I don't see where any party is disadvantaged........ comparing the two mileage reimbursements is a reflection of the place of resid…
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Larry: While you may be viewed as "older than desired" don't give up the ship. More and more employers today are recognizing the value of experienced staff and are shifting. Clean-up your resume and cover letter to be less specific in terms of yea…
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Positive is positive without regard to the source. Your policy presumably addresses impairment and not the origin of the Rx or drug.
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For whatever value----------I use this expression repeatedly: You don't get injured employees well to get them back to work.....you get injured employees back to work to get them well!!!! Good luck with your battle.........
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Hatchetman's absolutely correct about not docking the employee, but remember, it's the employer's prerogotive to designate an expected starting time. If the individual continues to abuse that, then the way to deal with it is via performance. Neith…
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Our practice is consistent with what FLSA requires. Payment on the next regular payday after the overtime is earned.
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I can't get too excited over the "impression" that the employee is managing your evaluation process. His huff N puff does nothing to your process. His right to disagree with the evaluation goes w/o saying. His desire to do different tasks is only…
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I would acknowledge on his eval that he chooses to refuse the increase and give copy to him as confirmation of his agreement. I would then assist the Suprv in dealing with the need to improve his performance. If his performance is "acceptable" and…
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It's just good practice. While there may be a State or two that mandates some formal resignation from an employee (for other reasons), I'm not aware of any. I believe a written statement or completed form from the departing employee is important f…
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While I can appreciate your anxiety over this, asking such a question here may mirror "how to quickly build an airplane".... your employer's counsel will certainly prepare you for the deposition. There are a number of short RULES to memorize, but …
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T. Dunn While you can ask this question of ALL applicants, why would it help you to know the answer? What does an accusation have to do with suitability to work for your employer? Having information like this is sometimes worse than not having it …
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I've done something similar in the past and thought it worked ok. The real issue is deciding how much "weight" to give it. Presumably you'll have many other factors and this becomes another. As long as this is communicated to the finalists ahead …
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Ailuron: I would re-think the lay-off issue. Why would you lay him off, enabling him to collect unemployment comp and then turn around and re-hire him????? This issue seems to be his ability to perform his job. If he's not performing, it may be …