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Here are a couple of things to consider: Final Paycheck - I know CA has some strict rules regarding this. Someone with more CA experience can speak to this. Return of all equipment - computer, blackberry/cell phone, access card or key, etc. Shut d…
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MD does not have a use it or lose it law. It is up to your policy, which needs to be clearly communicated to all employees and new hires. Be aware that MD does have the Flexible Leave Act. You can find more information on this at this website: h…
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I have always taken the stance that questions about arrests should not be asked. If your application has a question about felony convictions then you can ask about it. You have to understand that in some states, someone can get convicted of a felo…
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I figured so - just about everything is taxed now!!
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I have heard of companies paying a certain $$ amount each month to an employee if they are not covered by the employer's health plan. You can look at this two ways - 1.) You may save some money as it may cause some people to drop your coverage (esp…
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Hr.blr.com has a good column that is emailed out everyday called HR Daily Advisor. I have also found that many law firms have good columns that are emailed out with HR updates. Jackson Lewis (jacksonlewis.com), Fisher & Phillips (laborlawyers.c…
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I think a confidential information policy would work best for you and can cover any and all information that the person may have access to. One thing I like to make sure is in these policies is the requirement that any documents containing customer…
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Another thing to consider is who is providing the personal protective equipment. If you are requiring it as part of the job, I believe you have to supply it.
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TXHRGuy gives you good advice. I always stand by my policy not to give out information about an employee to anyone else without the employee's consent. Since the employee doesn't want her mom to have the info then you shouldn't give it out. I will…
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Not that I am aware of, but it could be state specific. And I see that you are in CA, which of course is the other country in the USA! My rule of thumb with these things is to give as much notice as possible. You have over 4 weeks if you give the …
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I am thankful that my company is hiring right now. Not many companies are doing that. We are still watching our expenses, but I have brought on 5 new people in the last month. One of these new employees was laid off after 22 years with his previo…
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Completely agree with TXHRGuy here. If you don't have the backing of the President, then you might as well not waste your time on this. If you have the backing, then the President needs to send a strong message to the senior mgmt staff about getting…
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I agree with gi_janearng. My benefits broker recommends the same thing - as you may not be aware of someone that is Medicare eligible. I send it out every year to all my employees.
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I had this for Carefirst BC/BS (MD, DC, Northern VA). I just changed our plan to MetLife this year because we found that many of the dentist were not accepting new patients with this insurance and also some of the dentists were actually dropping th…
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For the boss to want to take such a strong stance on this, it seems to me that this has been a big issue for your company. I think the better solution then putting together a policy is to find out why. If you are finding a number of your employees'…
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Why such a large increase? Why are some refusing to quote you? What justification did they give you? Where I am, depending on how small or large the company is, the biggest factor for increases is either average age or claims rating. If you alr…
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TXHRGuy is right, all legal issues aside, one of the things you need to think about is employee morale. What is the reason for wanting to do this? Is the owner trying to save money? What have you done in past years?
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This sounds like this is an ADA issue that you have to look at. To be honest, I think consulting your attorney is probably the best move you can make in a situation like this.
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We don't increase comp for degrees. With that being said, I am in the IT industry and certifications related to particular technologies are more important to us and we have rewarded some with higher salaries for achieving specific certifications. Y…
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Anytime someone refuses to sign a policy acknowledgement, then you should sign the bottom of it, with a statement that says employee refused to sign this acknowledgement form. I also like to have a 2nd manager witness the document so that there are…
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Something that may seem simple, but has worked in the past for me is to require a second set of eyes (approval if you want to call it that) on the performance review before it is given to the employee. This way the other person can say what about t…
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I have never really been a fan of suspensions. I have used them in some major situations where we needed to do an investigation into what happened, but I don't like to use them for general disciplinary issues. I agree with others that you need to …
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Since the candidate made this comment I would contact the candidate and let him/her know the reason why the question was asked and explain that it is not a normal part of your interview process. I think the idea of having the candidate book travel…
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I participated in a webinar today and the attorney mentioned over and over that with any actions taken relative to H1N1 that we as HR professionals need to be mindful of the legal aspects of things including ADA, HIPPA, etc. The attorney was vague …
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Anytime you are dealing with disciplinary issues and a CBA then you want to look and see if there are any provisions in the contract that specify the actions/steps that need to be taken for the disciplinary process. Another thing to consider is what…
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I definitely agree with the other poster that this is a situation where I would not do anything without legal counsel. With that much history and ill will toward her employers and other people, I wouldn't make a move until you look at all your opti…
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You are going to want to look into what your state law says regarding Background Checks. If you have a membership to this website (hr.blr.com) for your state then you should be able to get some of the information you need. You can also look online…
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No I don't think you should contest this. There seems to be a lot of miscommunication here and I think in this case, not contesting and allowing the employee to get the unemployment is a small price to pay for this. The employee could have said "N…
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I have started to recruit on Linked In. I have a corporate recruiting account with them. Here are a couple of things that I have found with recruiting on Linked In: I will only contact those candidates that have selected "Career opportunties" or …
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We do want our employees to give us at least 2 weeks notice. In fact we would like more if possible as some of our employees are scheduled on projects 4-8 weeks out. When I make an offer to a candidate and they tell me they can't start for at leas…