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Public safety has their own set of rules regarding "fitness for duty". One other thing to consider is if they are covered under a collective bargaining agreement. The police union could try to challenge you on the need for this physical.
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That is an interesting combination of jobs, HRforMe! But when you work for a small company that is what tends to happen. We don't have grades here either. I had the job categories and pay ranges at a previous company. The one thing I found was t…
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I have not seen job grades for each position. What I have seen is jobs that fit into job categories and for each category there is a pay range. Here is an example: Category I - packers, sorters, hangers (pay range $6.00-9.00/hour) Category II - as…
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I agree with TXHRGuy that I would not be so quick to terminate. I also agree that your policy needs to be changed to 3 days NCNS. That is what is widely used in the courts around my area for NCNS. 3 days NCNS will disqualify you from unemployment…
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Thanks for catching that TXHRGuy. I'm not sure where I was going with that when I was typing it earlier. It is called working on 4 different things at once and not rereading what I had typed! [:)] What I had wanted to add in my last post is what …
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Draconator - the one thing that most of the other posters have talked about is FMLA and I don't think the question has been answered yet. Is this applicable to your organization? If so, did you put this person on FMLA when this happened? If FMLA …
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I just emailed you my form.
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You are welcome. I figured we could all use a refresher on things every now and then!
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TXHRGuy gives some good advice. The only thing I would add is that you may want to look up what OSHA says about Fire Drills. If you are in an industry that requires strict compliance with OSHA regulations regarding fire safety then you may have ad…
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I agree that this is going to be on a case by case basis depending on which circuit you are in. I have done some research on this issue. Most companies argue the need for such a policy to try to prevent sexual harassment issues from arising when t…
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I agree with the Psychological Recession in the Workplace theory. I also agree that this is HR's challenge and I think it is a big one. What one employee expects/wants from a company is different then the next employee. So our challenge is to fin…
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What state are you in? This could possibly play a role in the answer to your question.
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Let me ask you this - are you writing individual policies to go along with the information that is in your handbook? If so, there are many policies on this website, HR.BLR.com that you can use as a starting point. I have taken the different drafts o…
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I will add this to TXHRGuy's comments. Since CA is so pro-employee I can understand why an employer would change their policy to make sure they are showing that a 30 minute break is being provided and taken by the employee. If an employer was to al…
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Maryland
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I agree with the other two posters that you really need to look at this situation. You are essentially paying employees that are doing the exact same job in different ways. You need to first answer the question - is this job exempt or non-exempt? …
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To be honest with you I don't remember how the policy read prior to Huricane Katrina but I can tell you what my previous company did during this time. The company had numerous locations that were damaged and needed repairs, causing them to be closed…
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TXHRGuy brings up a great point. All too often I think supervisors/companies want to get that vacant position filled and really don't take the little bit of extra time needed to make sure they have the absolute best candidate for the position. A c…
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[quote user="TXHRGuy"] What he said. [/quote] She [:)] Good point about unemployment. I have seen many times where the a former employee will receive unemployment from the state even when they were clearly in violation of company policy and the …
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No there is no law like this. Most states are at-will states, to which most employers talk about this in policy and in their handbook, stating that employment can be terminated by either party, for any reason. Just because your state is at-will do…
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It is illegal in MD to ask about a candidate's general arrest record. In fact, as I look over a spreadsheet I have of all the states, it is illegal to ask a question like this in many states. I have been told by attorneys in the past that your safe…
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You have to remember that if the applicant said no to these questions on his/her application, that in this case they have not lied. According to your first email they have not been convicted of anything. I have rescinded an offer for candidates…
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What type of position is this person being hired for? You can run a backgrounnd check post-offer in MD. Here is what the MD Law says on Background checks (http://www.dllr.state.md.us/oeope/preemp.htm): Lawful - "Inquiries about convictions that bea…
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The other thing that I don't think has been mentioned yet is the OP said the County Assessor's Office, which leads me to believe that this is a local county government. Most county governments have strict rules/processes (at least the one's around …
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I have always said that those in HR walk a very fine line. We are there to look out for the best interest of the company, but also put a human side to some of the policies and procedures that companies want to implement. Numerous times over the ye…
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Catherine - thanks for sharing that information. It is good news for all of us that use HR.BLR.com!
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I have seen companies do this because they only have one or two timeclocks and have a number of employees that are trying to clock in and out for lunch at the same time, causing a bottleneck at the time clock for many minutes. When I worked in the …
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Couple of questions for you - What position is she in? Is email needed to do her job? If so, is she just sending out emails internally within the organization or externally to customers/vendors?
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Here are a couple of things we did at a manufacturing plant I worked at: 1. Had employees come in and go out through 1 or 2 entry ways. This way our maintenance crew only had to make sure those entryways were always cleaned off. If it was continu…
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I would also add these to the list - Talk to other people in the area and see who they are using. If you belong to a local chapter of SHRM or another group like that then network with those companies to find out who they are using. - Give the broke…