HRLASS
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We have situations like that happen on a regular basis when payroll closes in certain proximity to a holiday. Employees will receive an email that says to estimate their time for Friday either on Thursday or Friday by noon, and the overages/underage…
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First choice would be your state or local branch of the state Department of Labor. They generally retain that information for the state and frequently have it broken down by geographic area or for major metropolis areas. Second, depending on the s…
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I agree with the previous posts. If you don't have a policy that includes this (it's in our Personal Conduct policy), I suggest you draft one and pass it out pronto. 15 minute breaks are generally paid; they do not generally include permission to …
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Nothing like deliberately putting your child in an unsafe situation. They can be injured (worstcase killed) and the owner can be held accountable for child endangerment, OSHA fines, criminal penalties, etc. ad nauseum. A potentially tragic choice.
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Yes.
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Salaried non-exempt is a legitimate way to pay employees under the FLSA. If the DOL is calling the employees salaried nonexempt and saying pay overtime over 40 hours in a week ("half time added after 40 hours"), then they should be treated as nonex…
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Ditto. We were advised that by making the payment to the estate, the final resting place of the dollars is up to the probate court.
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Yes Yeess Yeeessss.... And morning is not better. Everything on the Forum is slow now.
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Re entering the confidential information - if your employee, contractor worker, temp, whatever, is not currently under a confidentiality agreement, get them to sign one, asap.
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No. He is an employee working for the benefit of the employer and different department(s) or job duties are irrelevant. It's illegal. I'm familiar with the thrilled employer and budget issues, but as others noted, the budget will take a much bigge…
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I agree with Shadowfax (love that horse!). It is rare that anyone attending anything sponsored by a vendor will not receive some kind of promotion, information on products, unofficial training in use, etc. We consider that extra 1/2 hour of lunch t…
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We have two FLSA policies: one re employee classifications which includes exempt, nonexempt, probational, part time, job share, etc., and the other addresses overtime, on call, call out, critical coverage, etc. We do have regular updates, some comp…
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We are in the process of formulating a policy for this. Our factors include 1)many of our employees commute from rural areas and when the police close the roads, they can't get to work whether they want to or not and we don't think it's fair to pen…
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The only restrictions we have are against rehiring anyone who has been terminated for cause. Other than that, we rehire periodically and have quite a few employees (including our CEO) who left the company for a year or two and then came back. Somet…
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I would say no as the additional hours are temporary.
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Yes we do. Depending on the options chosen by the employee, dependent health care can include payment to off-site providers, reimbursements, and some life insurance (though we changed last year and the employee pays for a larger portion of that). He…
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We are a regulated utility - approx 2700 employees statewide. Holidays - we currently get 10 which will be increased to 11 next year, plus everyone gets 1 "flex holiday" (8hrs) Vacation - new employees get 2wks after the 6 month introductory period…
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We have a vacation donation program. It is not my job to administer and my understanding is that it is a royal pain in the (!) and most of our HR folks would like it dropped, but the powers that be disagree... In simple terms, the way it works is t…
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No. You cannot accrue vacation or sick leave when you are out sick, on vacation, on FMLA, STD or LTD.
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Backpedaling here... To address your examples - the 30-45 day inpatient treatment would be addressed by a leave policy - FMLA if certified, administrative if not. (Our policies generously provide paid FMLA leave for serious medical condition of empl…
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I'm looking at this belatedly, and these are the guidelines we use: 29 CFR 785.27 "Attendance at lectures, meetings, training programs and similar activities need not be counted as working time if the following four criteria are met: (a) Attendance…
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Good call, Tennessee! I would send him FMLA paperwork and a job description by registered mail with a cover letter saying it needs to be completed and he will need a return to work physician approval. Re the dr's/nurse's note - as you said.....
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You should have put her on FMLA when she was on Short Term Disability. (Yes they can run concurrently, as can Workers' Comp and FMLA.) I think it is too late to do so now, even if you have a policy. If you didn't follow it then, and this is a fede…
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We have had this problem before and determined two avenues. One, deal with it as an absence under the policy which leads to discipline which can be tricky under intermittent FMLA leave. Two, intermittent or otherwise, he gets 12 weeks of FMLA leave…
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The employee still needs to be in touch directly with either his supervisor or the HR department. Friends and family members do not call in unless the employee physically or logistically can't.
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First of all, make sure your personal knowledge of this individual does not overlap with your job. Pretend you know nothing except what you know or have been told on the job (excluding gossip.) You cannot bring off time social knowledge into the wor…
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Same at our company as described by Livindon.
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It has not been interpreted that way to date by our outside legal counsel. Lenient, inconvenient, and costly, but not illegal.
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Answer: You are correct on all counts. Our company policies for sick leave and FMLA (particularly sick leave) are quite generous and therefore we allow employees 5 days before we contact re FMLA (and some supervisors are more lenient than that). We …