HRinFL
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We used Wackenhut years ago before internalizing the process and were happy with the service we received.
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Ours is similar to NaeNae55's policy. We have a short term rehire policy that states if an ee returns within six-months, they keep their time. This is only open to those that resign and defer their retirement, because we also have a rehire policy …
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I am not sure that the regs cover this, from what I remember, the issue of compensation is left to the employer and that there is no obligation to pay wages when an ee is actively serving. It does contain language that the ee be offered COBRA benef…
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I don't like to remove items because if you admit to that, it makes people wander what else you removed. Regardless of whether you remove them, if there are ever any issues with this ee and you land in court, she will bring it up. So, I would wand…
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I can understand the no alcohol part, just not a great idea to allow ees to drink on a work day. Especially if you are in a manufacturing or distribution field that requires operating machinery. As far as the dancing, I would personally not allow …
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I agree with the others. This information will be necessary for insurance purposes as well, if they are driving wihtin the parameters of thier employment and/or operating a company vehicle.
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I agree that this needs to be investigated, and as expeditiously as possible based on the alleged threats. While others may not have witnessed the alleged misconduct or heard the alleged comments, co-workers can give you some valuable insight. Wha…
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I would not terminate, not because this guy has an age discrimination claim against you. I could care less, and so should you, because the act of complaining does not give the guy a "get out of jail free card." No matter whether an ee has a complai…
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OUr policy is the same as The Don's.
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This is where there is a need for a well defined policy for substance abuse. How does your organization want to handle it. If the ee comes forward the first time voluntarily, do you allow them to stay employed, or do you term? What if they are …
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Expanding on Marc's comment, you can make the compliance and completion of the EAP program a condition of continuing employment. If the ee does not comply with the rehab program (i.e. skipping meetings, counseling sessions, fails a random test, etc…
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I'm going to chime in late, I've been on vacation, but felt like giving my two cents worth. I am not sure how big the department is where this ee works, but I do not think it would be unreasonabel to talk to her coworkers to see if they have notice…
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Orientation is 90 days. Same for exempt/non-exempt. Eligible for Holiday Pay (except the Holiday Bonus at the end of the year ) after completing the orientation. Same for exempt/non-exempt. Jury duty only for full-time ees. Bereavement for i…
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The act of complaining itself is Protected Legal Activity (PLA), if it is about some form of disparate treatment, harassment, illegal/unethical activity, or retaliation. While it is frustrating, it is not recommended that you take any disiplinary …
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I agree with Don and Hunter1. Keep this guy out of the building for your own peace of mind and for because of the liability associated with the probability that he is doing something that could be viewed as work without being on the clock. If the …
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[font size="1" color="#FF0000"]LAST EDITED ON 06-28-05 AT 12:49PM (CST)[/font][br][br]I would take the less is more approach. Dear Sir/Madam: Mr. John Doe was employed by A-One Carpet Cleaners between April 1, 2000, and June 4, 2005. During his …
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These should not be contained with the ees' files. Since they are your investigations, no one else should have access to them (other than an attorney, if need be). I have all of my files for the past five years. Most of these are closed, a few, n…
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I agree with the others. Changing your process this one time will cause unnecessar liability. Follow your normal procedures. Another reason not to test in the work environment is that if the prospective ee gets injured performing this test, you a…
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You want to look at the Chargeability % listed on the paperwork you received from the agency, which should be listed somewhere around the amount of his wages credits. As Gene stated, this will more than likely show less than 100%. While he did not…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-24-05 AT 12:21PM (CST)[/font][br][br]Only difference is that staff (exempt) get more life insurance. It is free to everyone, but once you exceed a certain amount, it has to be shown as wages (then it…
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What does your policy say? Does it imply that absences for the same condition are viewed cumulatively, or does it say that the time has to run concurrently? If the policy does not address this, I think you are okay. She has used her FMLA time, so…
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I believe that for most, in order to have a sex change operation, the person looking to change genders must go through several stages befire they are allowed to have the surgery. The first few are not very noticeable, but the later stages are more …
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We offer an additional 12 weeks for the ees own serious health condition. If the ee does not qualify for the additional leave and does not return to work after the FMLA leave, they are administratively separated after 30 days.
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[font size="1" color="#FF0000"]LAST EDITED ON 05-26-05 AT 01:09PM (CST)[/font][br][br]We have always taken the position that an ee is entitled to a copy of anything s/he would have received (i.e. counseling statements, performance, evaluations, etc.…
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I have a different opinion because I do not see where a company trying to control insurance costs are not interested in the driving habits of ees off the clock. If I get a speeding ticket, or a DUI on the weekend, I get the points on my license. T…
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I agree with The Don, it is legal. Of course, the ees do not have to let them in.
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Do you have a drug abuse policy? DO you have an in-house EAP deparment or do you contract that function? If so, I would follow the guidelines you have established and get the EAP department on board to help the ee find a reputable rehab facility, …
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There was a recent case where a female ee at a casino sued the er because they required her to wear make-up or be removed to another area of the casino. She refused and eventually sued (I believe I saw this on one of the state newsletters). The er…