Gillian
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- Gillian
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The practice that you describe is common in some industries. It recognizes that a lot of overtime for supervisors sometimes results in their receiving less pay than the people who work for them. In deference to the response from bsa, which is vali…
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You might want to contact some larger local employers and find out who they use. As one of the respondents noted, don't underestimate the value of a local provider and don't worry about size too much. Our EAP consists of a two partner psychology a…
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If you are in California be sure that you check the Pregnancy Leave regulations. You are not too small for that one.
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The reason that your employee will receive unemployment benefits is that the laws are written, on purpose, to be liberal in the payment of benefits. The writers of the laws understood that employees need a safety net, otherwise they might be on wel…
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Here are a couple of web sites which may be helpful. [url]www.workfamily.com[/url] and [url]www.bc.edu/cwf[/url] The latter is Boston College which has a Center for Work and Family. They have a research report called Measuring the Impact of Wor…
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We are a private non-profit university with 375 employees.
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We had a pin program for years at 5, 10, 15, 20. I had become old hat so we did a survey and 90% of this years recipients voted for a gift certificate program at [url]www.giftcertificates.com[/url]. The handful that wanted pins receive a pin.
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Ditto to the message about a third party to handle the paperwork. Many employers avoid all the headaches by delegating the administative portion of COBRA. Your insurance broker should be able to recommend a firm in your area.
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We are also in CA. We use Health Net HMO and POS. Health Net includes vision. Delta Dental for dental. We also offer Kaiser HMO. Be careful of changing unless there is a major reason to do so because the disruption to employees and their relati…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-28-01 AT 10:35AM (CST)[/font][p]The responses confirm that our health insurance system is broken. Increased contributions can't be loaded on employees forever - where will be the breaking point where…
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I'm chiming in because none of the responses seem to come from California. If those of you with "use it or lose it" policies are in Ca. you could be in trouble. California wage and hour regulations view vacation as wages, you earn it as you go and…
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Stipulations about staying are not acceptable in California. Yes, some people leave after gaining education, usually because the employer doesn't have a ready promotional opportunity for the employee. On the other hand, we hire people who have lef…
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You can E-Mail your FAX number to me at [email]shugh@westernu.edu[/email] Well, I blew my cover, Gillian is my daughter, bless her heart. I don't believe that you need separate letters to the employee and spouse but a letter addressed to both, or MR…
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Ditto to the other response. This is legal advice time. Missteps with long term employees has no good points.
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Nope, it won't happen, Steve. California is decidedly worker friendly and will always be that way. New legislation to limit our employee friendliness will only happen if the legislature changes and that is very doubtful because demographics aren't…
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I work for a University and we have a Center for Disability Issues. Their role is to assist students and the Director is also a resource for me when I need it for employee issues. If you will fax me your phone number or E-Mail address I will ask h…
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There is a thread in the Employment Law section about migraines, so you might want to look at that. There doesn't seem to be an ADA issue at this point because the supervisor is telling you that the employee is doing the work, although there are a …
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[font size="1" color="#FF0000"]LAST EDITED ON 10-18-02 AT 10:34AM (CST)[/font][p]I agree with Hatchetman. The real issue is the work and the discomfort that she may feel "at work". The obligation is to reasonably accomodate the work situation and …
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Correct. My approach would be a middle of the road approach. The job does need to be filled, it is not necessary to hold it open, but a charge could still be filed based upon the failure to hire because of the medical condition. With the middle o…
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If the motive for the withdrawal of the job offer is the medical condition, you may have a problem. I think that most would understand the need to fill the position, but it might be a good idea to tell this person to come back after the month is up…
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You may be absolutely correct about the physical limitation of the individual and the jobs in your plant, however, if you view the person as disabled without going through the evaluation process you have already run afoul of the ADA. If he wants to…
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No, courts will side with the employee when the employee has given enough information that the employer should know that a disability exists. To do otherwise would mean that an employer could use a technicality (they didn't ask) to avoid their resp…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-09-03 AT 10:19AM (CST)[/font][p]How small? For us in California that is 5 employees. I think that the ADA is 15. The laws cover all employees in an organization, subject to the size of course. Sinc…
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Also, California disability regulation are more liberal than the ADA so any lawsuit will probably be filed under state law, not the ADA, and the liability will be who knows what.
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If she self-diagnoses and self-quits, then there isn't a problem. Without that though, you need medical certification. The ADA is probably not an issue if the doctor days that she can't work at all. If she can't work, then she doesn't qualify as …
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This one reminds me of an Affirmative Action Audit that I helped a client with some time back. The first thing that the auditor said to me was "I have already found a problem, you don't have a handicapped parking space in front of the building." S…
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Ditto to both responses.
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Ah, our fair state of California, again! You need to do more that get a tape. All forklift drivers need to go through a training program and be certified to drive. We can probably help but it will take a few days. Our safety/environmental health…
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A big, fat NO for the reasons stated and you should also be concerned about the ethics of the person who told you that they would play games. Hopefully, this is one person and not the philosophy of the carrier.
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The exempt employees shouldn't be punching your time clock, either. Don't create a situation where you appear to be treating exempts the same way as non-exempts when it comes to paying wages. That could come back to haunt you if you get a wage aud…