HRforME
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http://www.dol.gov/elaws/esa/flsa/overtime/cr4.htm Directly from the DOL "Deductions from pay are allowed: When an employee is absent from work for one or more full days for personal reasons other than sickness or disability; For absences of one…
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If you do this subsidize any or all of the cost, please realize that there is a very good possibly that you will need to tax the employee on the value of the benefit or the portion that the employer is subsidizing if the gym is not on the employer's…
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We are about to be opening a public fitness/gym. The employees of the gym will get a free membership and the spouses will get 1/2 price memberships. None of the corporate employees live on that side of town but if they did, I would suspect we woul…
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Doesn't look like Michigan has any state laws on the matter. However, if you are union, the CBA might cover rest/meal periods. There are also sometimes specific laws for specific industries. Beyond that, the employer does have the right to have th…
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[quote user="CTCarter"] ...but I think something has to be said for company culture. If you work for a company that makes their expectations of you are clear, hold you accountable for your work, and treat you the right way/with respect, compensate …
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At hire, the employee gets a prorated amount through December 31st. At the beginning of the calendar year, I look for employees who hit their 5th anniversary date that year. I then calculate (prorata)* how much vacation time the employee should ge…
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I agree with Kockler if she is working more than 40 hours per week. However, a lot of employers allow for some flexibility to allow for business needs. The original post implied that she was working more than 40 hours but didn't state it for sure.…
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I agree with LadyAnn that the two most important things to look at are state law and the end goals of the timeoff system. We do "use it or lose it' except in very very rare circumstances. Mostly because we don't want the financial liability on the…
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While I do personally agree with the business professor, it can also depend on your business environment. I work for a family-owned company where we tend to pander to the owners (none of whom actually work for the company anymore). They are generou…
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Well, I think group gifts are a bad idea. Unless it is voluntary participation and everyone gets to sign the card and no one knows who put $s in and who didn't. Mandatory participation where one or a few decide on the amount to spend is not a good…
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Fraternization policies can depend on state law. Some states have more liberal views on behavior outside of the workplace and what the employer can use in relationship to the employee's behavior (especially if it happens outside of work). I strongl…
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I just had an email from one of the major HR consulting firms that pointed out new information at the EEOC website at : http://www.eeoc.gov/policy/docs/factemployment_procedures.html regarding employment testing. I have to agree that I am not fond o…
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If I am understanding your post correctly, you have a STD plan that is reimbursed for the WC wage payments if an employee goes out on a WC injury disability which pays the first 6 months? Is the STD plan self-insured? Or is it a separate STD policy?…
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UI benefits will depend on the state. Honestly she sounds like the type of employee that I would terminate and not care whether the employer's account got charged. But I would appeal her claim. And let the state know the details. Especially that …
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Honestly, I would counsel the employee that her behavior was leading to her husband's behavior (harassment) in her workplace to her co-worker. And disrupting the business activities of the employer. Would I terminate her over the first incident? N…
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Under "guidelines for conduct" in our employee handbook, we have the following statement: "This not only involves sincere respect for the rights and feelings of others, but also demands that employees refrain from any behavior that might be harmful …
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I agree that the employer needs to couch any discipline in the effect it has on her job or other coworker's job performance. Currently it is not a direct link, but could easily get there if her husband continues to harass other employees. I think i…
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I have to agree with the others. Often it is not about money but about promoting or environment, etc. We used to laugh at one of the largest HR consulting firms in the world that the easiest way to get a promotion was to move to a different consult…
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Record retention can be argued both ways. You need to look at your business needs and compare those needs to the laws that currently exist. Sometimes it is hard to make the right call. Being sued and being in discovery is never easy, regardless of …
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The best one I have seen is an environment where upper management enables middle management to reward/recognize employees on a consistent basis. Not through a standard program, but through an environment that allows them to immediately reward/praise…
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While I agree with HRsgf that you might need to take ADA into account, most courts have found 90 days to be more than reasonable accommodation. And it is pretty easy for a company to argue "undue hardship" for an employee being out more than 3 mont…
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I do agree that an investigation should have taken place when the manager got the first complaint. It is an employer's responsibility to prove they investigated and took appropriate action when a complaint has been stated....even if the complaintant…
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Since you have less than 15 employees Title VII doesn't apply (with a very few exceptions). Even if it did, you would just need documentation of her performance issues and it is best to have proof that you have treated other employees the same (i…
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Honestly, there are some times you just have to let it go. Especially if you need to continue to have a good working relationship with this individual. You obviously learned more than she did. And hopefully that knowledge will further your career …
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It is recommended that they run concurrently to protect the employer and the employee. If you wait until the end of WC, then the employer could be taking the hit of an employee being out another 12 weeks. Plus the 12 weeks does give the employee t…
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Not at our company except through a subpeona/court order and even then we would have our corporate counsel look it over before providing any. But your state privacy/garnishment laws may vary. Absent state law, it might be up to the company policy …
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From another labor/HR board I frequent, I have to agree that California has no specific law/requirement. Which is actually surprising to me. One thing to look at, is if you are talking about the year end and paying either the 1st of January on the …
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I agree that the answer can be dependent on specific state laws. If there is no specific state law, then it falls back to employer policy. If you plan on paying later than normal, it is best business practice to let employees know well ahead of tim…
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Are other departments having to eliminate positions? If so, what criteria are they using? Have other departments or yours had to "layoff" employees in the past? What criteria was used then? If not or if you are using different criteria, you will ha…
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I agree with LadyAnn that state law would come into play if it was a state that doesn't allow for forfeiture of vacation. That would change the contribution into a CODA and would have to be tested under the regular nondiscrimination laws as a regul…