Down_the_Middle
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Having some experience with this in a former life............. We treated this acknowledgement differently with the 2 audiences. This would be a condition of employment with all new hires. No sign, no hire. For current employees, we encouraged st…
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While most "rest breaks" are 15-20 min's, I guess it's possible for some staff to engage in a sports activity during that short time. I, however, would be reluctant to permit employees to do this type of activity during their rest break (which is n…
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I work in a large metropolitan hospital and we have taken the position for some time that alcohol breath constitutes reasonable suspicion. We conduct an oral swab (using a Q-tip type device) that detects the presence of alcohol. If the amount is a…
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2406663: This issue of comp time for exempt employees is one of the most common topics on this board and is grossly misunderstood by most people. Try doing a search on this site and you'll find the necessary info to suggest that comp time for priva…
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Don I agree with your conclusion also. Been there, done that and learned the lesson. Currently, we don't require any employee to come forth with medication info. Since we have a reasonable suspicion policy in place, it becomes mgt's respon to ob…
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Since I currently have two (2) lawsuits for this very issue, I'm becoming more of an expert on this issue than I'd like. The legal issue is usually promissory estoppel or detrimental reliance and alleges that the candidate suffered damages as a res…
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I would not overlook a qualified candidate solely based on his other employment in law enforcement. Seems to me that he's informed about your confidentiality policy exactly as all other staff and you let him do the job for you. If he violates your…
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Squishypig: Louisiana DOES have a statute prohibiting any type of deductions in pay(fines) for employees. Send me a private e-mail and I'll give you the cite number.
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Seems to me the definition that governs "benefits that term's do not receive" rests with you and how you define a retiree. I deal with this all the time and use whatever the departing employee specifies as reason for termination. Some people "reti…
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Louisiana law prohibits this from being done, so suggest checking your state laws to confirm.
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Our current practice for handling "diluted" specimens is exactly as Don D points out. I would not recommend bringing these folks onto your payroll by signing some acknowledgement, until after they have been appropriately tested. A "dilute" specimen…
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Assuming the correction is straightforward, consistent with your policy and not liiegal............I would recommend giving the employee a copy. If the correction was administered to you, would you also want a copy??? You bet'cha. And secondly, fa…
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A standard grievance procedure in a non-union environment normally does not permit employees to file complaints against each other-------unless the level of disruption is so great that mgt steps in to resolve the dispute. Employees who grieve again…
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I'm leaning in the same direction as you. His more recent work performance, behaviors, attendance, etc.... has alot more weight than 3 yrs ago. I would try and use his recent "turn-around" as a kudo to him for his efforts and comittment to being …
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We use volunteers extensively in our medical center and they are asked to perform a variety of non-clinical support type of activities. They are covered for work related injuries the same as other employees (our decision vs state law)-- & they …
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I think the proper approach to this s/b whether the CPA is required for the position. If it is, then presumably this is factored into the current salary. If it's not a prereq for the job AND DESIRED by the employer, then I think the employer must …
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js: If you belong to SHRM, you can go to homepage [url]www.shrm.org[/url] and type in "co-pilot" and scroll down to the section where you download info to your PDA. This download has all the major HR laws with min # of ee's and asst'd useful inform…
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Magestry: Gar's advice is on target for the separate medical file. Your questions about deducting for the cost of pre-employ physicals is likely determined by the state you live in. Altho many states prohibit charging employees for these costs as …
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Try doing a "search" on this site and I think you'll find some helpful feedback on the topic.
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Without credible proof (from someone other than a co-worker), you're begging for him to deny it and you're back at square 1. From my experience, you're much better off if you (or the suprv) can confirm the suspicion and then test for impairment. S…
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I'll assume you have a company policy that addresses your right to drug test employees under the reasonable suspicion provision. It's unclear what your role/position is, but his supervisor s/b having face-to-face contact with him after his break or…
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Heights: Unless you're a governmental/public employer, your difficulty finding info on comp time is becuz comp time is illegal for private employers. If you've not yet started down that road, I would caution you to not go in that direction. It's f…
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If your policy requires a confirmation of all positive tests, then I would not be comfortable discharging him with a negative confirmation test. You don't mention how scientific your in-house test is, but sending it to a lab is the only reliable wa…
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Rockie: For whatever value this may offer, we have a no-fault attendance policy that addresses absenteeism/attendance and tardiness. As a health care facility, we take the position that while those things do occur, it's necessary to have staff repo…
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I see no reason to withhold a copy of their physical exam info, unless the termination is predicated on those results and that raises many other questions. I provide terminating employees with a copy if they request it. Happens VERY infrequently.
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Assuming there's no labor agreement or written document that governed the lay-off, you're probably free to hire another person. The only down-side is that your "survivor employees" will likely translate this into "lay-off means never being recalled…
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Seems to me, this language s/b added to whatever type of agreement you now have employee's sign. To be safe, I'd check your state laws to confirm that you can FINE employees. A number of states prohibit FINES to be imposed unless there is willfull…
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Aside from the usual criteria concerning independent judgment and discretionary thinking that applies to exempt staff, don't forget to consider the earnings requirement for computer prof's. Not sure if this position qualifies, but it might...the e…
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No. For new hires and terminating employees, you can pay for actual days worked with exempt staff.
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I-9's are required to be retained for 3 years or 1 year after termination (whichever is longer), so keeping them separate {even after termination} is a common practice.