Down_the_Middle
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Yup..... And having been in your exact shoes, b/4, I'll sahre with you what worked for me. I would chat with the Dir Home Healthcare and raise their awareness that this is an employer problem when employees are not required to be at their workstat…
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I think you would definately be setting a precedent and would be offering some type of flexible compensation program, unintentionally. As innocent as this may appear on the surface, trading salary for addt'l vacation (for only 1 employee) is very r…
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Without knowing your physical plant lay-out and the exact locations of time clox, it's difficult to answer your question. Video surveillance, while becoming more common, is still being tested in the courts for violation of the privacy issue. While…
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Cheers to your organization. Sounds like a great environment to work in.
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Couple of suggestions: 1. offer to send someone from the employer to sit with the patient while the family can go outside, for a short walk, lunch etc.... The family takes a beeper and can be paged if something arises. a/k/a respite type of serv…
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If it's a matter of who is right or wrong, your organizational policy should answer that question. Does your application form grant permission (in the fine print?) I'm not aware of any federal statute that requires employers to get employee author…
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I'm missing some important information b/4 I can offer a meaningful suggestion.................You weren't clear about whether the consent form is signed at time of hire or at the time of being tested?? Does your policy include odor of alcohol as e…
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Your state undoubtedly has a recordkeeping statute for employee information and likely mirrors the federal requirements which I believe, is 1 year for the info you mentioned. It makes no sense to me that employers would discard this information aft…
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Seems to me the problem here is the over-zealous Manager who is perceived at proselytizing. I think I'd have a chat with the Manager, explaining: 1) Mgt must ensure that employees religious beliefs are not infringed upon by others-----and this in…
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Sorry, I missed the disciplinary question...... I certainly think that if his escapades cause such a disruption within the departmen/organization, that disciplinary action might be appropriate. He s/b disciplined for his behavior, vs. his health…
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I had a situation very similar to this a few months ago. The employee felt compelled to broadcast his HIV status (we later learned that he did this to protect himself from fear of discrimination-------addressing this head-on). We used the "disclos…
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My conversation with the IRS last week on this issue, revealed that the suggested language is recommended for employers to use. It was not mandated that employers provide the info-----only encouraged to do so.
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I think that strategy will raise more red flags than the Daytona 500..... I seriously doubt that you would be able to show job-related reasons for doing this and your defense against being discrimnatory would be very difficult to show. Aside from …
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If you don't have some sort of agreement for the employee to sign, that addresses the return of the property, as Rockie suggests, you can certainly file suit that the employee either return the item or make payment for it. Granted, you'll not want …
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Your state law will be your guidance on this issue. While many states prohibit final payroll deductions for unreturned company property (unless there is malicious , willful or reckless destruction)I seriously doubt your ability to deduct the full v…
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I agree with Gar...... chances are her disqualification 18 mos ago was not due to skill based reasons, so your judgment today may be much different than 18 mos ago. She may now have much more of those qualities you're looking for. What would you…
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In the absence of any addt'l compelling facts, I would agree that this would not constitute a hostile environment. Unless the activity is severe and pervasive within the organization, the example you give is probably isolated and wouldn't rise to t…
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No need to worry about those hired on or b/4 11/6/96, unless of course, they terminate and are re-hired in the future.
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Suggest checking your State FSLA rules. While I don't think there is any national prohibition, I am aware of a number of states that prohibit charging the employee for postal services to receive their paychecks. Does employee have option of receivi…
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I agree with Don's response. One possible solution is to specify in your health insur plan document that coverage ceases on the last day of employment (similarly to life insurance). This will bring other issues such as commencing COBRA in the midd…
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I concur with the afternoon visit by a superior or another interested observer. Presumably, you don't have a current reasonable suspicion drug test policy that could be invoked. The GM's supervisor could always ask the GM to voluntarily agree to a…
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If you decide to keep these notes separately, it'll be important to remember to disclose them when you get a subpoena for the pers record of that employee. Those notes will be discoverable.
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I believe those notes s/b retained as they provide a "recollection" of who said what during the interview. It provides a memory of things that were discussed which can be useful to respond to "the recruiter/hiring manager said"... Additionally, th…
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Right on, Gillian!!!! HR shoots themselves in the foot by allowing managers to duck this critical responsibility.
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Sure. Presumably they are a serious vendor and offering life or disability, but there's no problem with providing it.
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[font size="1" color="#FF0000"]LAST EDITED ON 07-13-01 AT 01:38PM (CST)[/font][p]Sorry for responding to the wrong question. The question was given to me verbally and obviously not read correctly. My error, Sorry.. I think a couple of NE state…
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As is being suggested, all of us have "weak links" in our employee population that warrant their walking papers. Since HR becomes the gatekeeper to ensure that terminations are handled properly, we frequently halt the process of a discharge due to …
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Yikes.....It never ceases to amaze me what some employers do to shoot themselves in the foot!!! And HR wonders why we get goofy laws passed by Congress......... I think your "friend" will be better served by chatting with a labor attorney who …
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I'll assume you have no current policy that covers benefits to part time staff and if that's true, I would hesitate to offer benefits to this individual while ignoring the remainder of your part time staff. You'll be setting yourself up for being s…
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I would be nervous about using the "ostrich approach" and turning your head on this. The fact that you have sufficient information to suggest that there MIGHT be a problem (and only you can determine if your info source(s) are credible) may obligat…