HRforME
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here's a good article on the subject: http://www.ppspublishers.com/articles/fmla-adult-children.htm ..."Under the FMLA regulations, the term "incapable of self-care" means that the person needs daily assistance or supervision to provide daily self-…
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Your recordkeeper or Third Party Administrator (TPA) should already have been discussing this with you. This is not new news and I would be concerned that this is the first that I had heard about it. We no longer have a 401(k) and even I have he…
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Since you are giving out company logo items that will (hopefully) directly benefit the company, even though this is a nonprofit event, I would say yes, you would still need to pay them. If they were just handing out food from the pantry, that would …
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Mostly I have seen these allowed only on an exempt level. But being the mathematical mind that I am, the employer could change the hourly rate slightly so that the overall effect was the same as 80 regular hours as long as that doesn't affect minim…
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Agree that it is going to be hard to argue "undue hardship" after allowing it for 10 months. What exactly has changed except that your other managers aren't happy with their schedules? One other thing to think about is whether this falls under F…
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It is my understanding that former DOT employers are required to disclose this information whether it is asked for or not.
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We pay a "period" behind (for us that is monthly). We have a "decommission" feature should a sale be cancelled within the first 90 days. You also have to consider when the commission is deemed earned. For this, you need to CAREFULLY check your stat…
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I would not have any policy that allows any confidentiality at all in company-related emails. The employees should have personal emails if they want to send personal information. Of course HR and Legal are probably two departments that could be exc…
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Make sure your WC carrier is aware of any extras/ benefits you are providing to make sure there is no double dipping of wages, payments for benefits etc. Plus there are time when it can be to the employer's benefit to continue paying for certain pa…
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When the employee puts his/her employer smack dab in the middle of his/her personal financial issues, then yes, the employer has the right to ask for the employee to pay a fee to do so. Many garnishments allow for this, but most I have seen are on a…
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Also please remember that specific benefit plans will have specific parameters and they may not be the same as your definiton of "casual employee" unless they were written that way. The one that often is most important is the 401k plan, if you have …
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This is a really good answer from a colleague on another forum: "The law absolutely does not say that if a benefit is offered to some employees it must be offered to all employees. It is 100% legal for the employer to have different classes of empl…
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It will depend a bit on the acquisitions details, but honestly, the acquisition I worked had such abyssmal HR prior to us that there was NO way I was going to keep their paperwork as ours, even if I could. I did a full hire file including updated I-…
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Yes, you can generally dock for a full day if an exempt is out of PTO and takes a day for a personal reason. If it is a sick day, you must have a "bonafide sick plan" to be able to dock. However, I can't imagine having NO PTO to use in the first …
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I am not in NJ or CT.... No clue as to FRD. But are you sending wage data to NJ each quarter for employees there? If so, you must have registered as an employer there, have gotten a state ID number and given an address at that time. I suspect Co…
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Not every policy must be signed to be put into place by the employer. To me as long as you can prove he received a copy and was expected to abide by it and it was consistently applied, I can understand management's decision to let it ride. You can…
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I created an Excel spreadsheet. But in 5 years, I have only had two employees use FMLA, because we have a lot of part time employees who don't meet the minimum 1250 hours. I've been lucky!
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Actually I tend to agree with Cappy...I'm not sure it was ever highly male populated. Maybe on the accounting/insurance/actuarial side. But I think a lot of HR generalists move into the position from starting out in administration. And I just don'…
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You might check into an article I found about employee's pictures and marketing...http://thatcreditunionblog.wordpress.com/2008/08/20/using-employee-pictures-and-related-items-without-consent/ This article suggests that you always get thei…
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And it seems to happen with pregnancies, marital issues/divorces, child custody issues, planning vacations, children's parties/graduations and a lot of other personally-related issues that employees have in their lives outside of work. I guess the …
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I'd be more worried about the ee/IC issue. I hope that you mean that she would do IC jobs outside of your company and not paid for IC work within your company. Either way, neither is a DIY project and I agree that counsel should be sought on the fro…
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At this point, you need to see if this employee is eligible for FMLA leave. First, Does the employee have 1 year of service and at least 1250 hours in the last 12 months? I am assuming that you, as the employer, fall under FMLA (50+ employees in 75 …
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I would not fire for the statement alone but would investigate what was stated. That is, I would show up during their shift over the next few days and if I caught them sleeping rather than working, their job would be terminated. If they are not sma…
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Agree with TXHRGuy... Another thing to think about is have you sent a copy of the job description/requirements to the doctor? What medical documentation have you gotten? If you haven't gotten any, than that is the first place I would start. Either F…
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I think it is also dependent on the industry and type of business. We have 3 companies where they must take increments of at least 4 hours. Those three are in the direct services industry where they truly need to be there for a whole shift. Our oth…
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If I were a prospective employer, I think a letter that talked about the supervisor's ability to be consistent and fair in hard situations would be helpful. Anything that added to that in regards to how she helped you grow in your position through …
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The answer is going to depend on what your relationship is with them. Did you hire them through an agency? What does the contract with the agency state regarding whose the employer of record and whose responsibility it is? Are you co-employers? Doe…
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How long of a time period is it for?From a morale standpoint, that is a nice idea. But I can bet that when you bump it back down, it will feel like a "takeaway", even if it was communicated as only temporary. Plus once she is earning more, she w…
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If it is an independent contractor who will get a 1099 for the work, you will need him to fill out a W-9. You will also need proof of business insurance coverage if you want him/her to not be claimed under your Workers Compensation policy.