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  • In a case like this I would contact the temp service we use and ask them to payroll the person, then they are a temp. They will normally do this at a lower rate as you did the recruiting. Just had an audit today and this person would not qualify…
    in Contracter verses employee Comment by Golf June 2006
  • We close the entire week ---- do exempt employees still get paid or can it be vacation or time off w/o pay?
    in July 3rd - extra day off - unpaid Comment by Golf June 2006
  • So if you have non-exempt employees traveling during non scheduled work hours, do you pay them? And if that puts them over 40 hours do you pay OT?
    in Non-exempt employee travel Comment by Golf November 2004
  • . We are going to a 32-hour workweek and exempt employees pay will be reduced proportionately. There is also a period of 6 weeks where these same employees can voluntarily continue taking Fridays off without pay. The majority of them are signing u…
    in Reduced Hours - Exempt Comment by Golf March 2002
  • Thank you for all of your help. But I still don't understand why the employer can't just take the employee's word that they were off ill, went to the doc and were on med's.
    in Form letter to notify on FMLA Comment by Golf April 2005
  • Do you have to have the physician's form or can you just designate it FMLA by trusting what the employee tells you?
    in Form letter to notify on FMLA Comment by Golf April 2005
  • We would look at our core values and the one that would apply in the case would be “We strive to do the right thing”. In our culture we would make an exception to the policy feeling that the last thing an employee needs after enduring the knee repl…
    in No leave time left Comment by Golf April 2005
  • The way I am reading it is, the employee gets the time off while disabled due to pregnancy plus 12 week FMLA. Am I reading it incorrectly?
    in Maternity Leave Comment by Golf February 2005
  • I am in Washington too and you mentioned a pregnancy disability protection, I am looking for the "law" that addresses this. Is there a set amount of time that the employer is required to give or is it case by case?
    in Pregnant and newly hired Comment by Golf February 2005
  • We are trying to clean out the archives and want to make sure that we don’t throw (shred) something that we shouldn’t. If the personnel files were tossed you would have no record of that person ever being employed after 7 years when all time and pa…
    in Record Retention Comment by Golf August 2004
  • I went to county and state, then to public records --- in our state you have to go in person and pay a small fee to see someone’s records.
    in Home Incarceration Comment by Golf March 2004
  • The original handbook was publishing in 1991 and some of the policies were revised in 1995.
    in Why write a new employee handbook Comment by Golf March 2004
  • I think if this is your employee and you are allowing her to work you would have to pay overtime if her hours go over 40 in one week. And I don't think you could avoid L&I on her at least.
    in Release of liability Comment by Golf March 2004
  • I don’t know of any legal ramifications you have to worry about. When you get the questionnaire from unemployment just indicate lack of work as the reason for layoff. It makes it easier on the employee if you can indicate a return to work date. T…
    in Voluntary Layoffs Comment by Golf May 2002