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From what I am seeing, 2 weeks is still the "norm" for someone just starting out with a company. Yes I know there are some candidates, like you said, that want 3 or 4 weeks because of the number of years they have been working. Can you offer other …
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Is this for an exempt or non-exempt position? If it is for an exempt position, remember there are only certain reasons you can deduct from a person's weekly wage, so if the person wanted to break this 1 or 2 weeks unpaid leave into day increments, y…
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There are some companies that will allow a person to go "into the hole" and some that won't. Remember that it may not be possible, based on a state law, to deduct not yet earned vacation time from the person's last check, so the company may have to…
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Yes I believe this is a red flag. If you have other people doing this same job and you are paying them as employees, but you have this person coded as a 1099 then it is a red flag. Remember that there are many questions you can ask to see if the jo…
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I think seperation after one day is a little bit harsh. There are many other circumstances that you are not aware of. The person could have been in an accident, could have an illness that requires them to be in the hospital and unable to call. etc…
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Nothing in case law that I have read, sticks out in my mind at the moment. Since you have a lack of that, how about we look at this from a different angle. What do the FMLA forms from the ee's mother's doctor say? If there was a certain time peri…
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Couple of things for you: 1. Do you mean exempt from overtime instead of tax exempt? If so, then there are only certain reasons why you can deduct from an exempt employees weekly pay. 2. Be careful as you are writing the policy to not box yoursel…
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Cappy - you are part of a govt agency right? Also are your supervisors covered by a collective bargaining agreement? I know some of the supervisors where I am are part of a CBA but some of them are not, so that can play a role.
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I am not that familiar with CA laws, but from what I have read, if you are just specifying the color of the garments and they can be worn as normal "street clothes" then the answer is no you don't have to pay for them. But since you stated approved…
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It is my understanding that they can. I had an employee recently that we hired after he had been laid off from a large company. He was told when he applied for unemployment, prior to us hiring him, that he had to apply in the state where the compa…
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I agree that you don't want to open access to just anyone. That is why I am very specific about when I do. One thing to keep in mind, especially in the Washington DC area, is that there are a very large number of people that are trying to get fede…
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If you are talking about a special agent doing a security clearance check for the government, then the person should show you their credentials to make sure they are legit and also have a signed release that the person has signed giving them permiss…
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If you are in the Washington DC/Baltimore Area I have heard them on these stations so far (all are Clear Channel radio stations): 98.7 WMZQ, 97.1 WASH, Hot 99.5, and 93.1 WPOC
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If you are encouraging people to participate and giving them information about the event (and not requiring it as part of their job) then I don't see the issue here. You are trying to be a good corporate citizen and help out the community.
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The employer has the obligation to notify the employee that this illness and subsequent absences could qualify for FMLA. Even though you are pretty sure this would qualify, until you get the documentation from the employee then I wouldn't say it do…
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Do you also have sick leave or just vacation time? What does your policy say about deducting from a leave bank (in what hour increments)? How do you handle for others that are sick and leave a couple of hours early?
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We pay a flat dollar amount, which is equal to 100% of the single coverage cost. We pay that same $ amount toward the other levels of coverage (employee + children, employee + spouse, and family coverage).
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This may depend on what state you are in (what state is it?) I would ask your benefits broker or representative where you get your life insurance policy from what the law is in your particular state. I would have them provide it for you in writing …
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TXHRGuy is right that BLR does a survey every year on this. Here are a couple other things that I look at: 1. What is the national and local COLA? 2. What salaries am I seeing as I am out recruiting for positions? If I see that all the candidates…
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I have seen and heard of people doing this so that they have a copy of the email and/or documents should something come up in the future or when they leave the company. I would do as TXHRGuy suggested an put it in your policy that company informatio…
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You will find that there are times in your career in HR, despite you giving all the evidence to make a move (or not make a move) in one direction, that you will be overruled. You can just hope for the best that things will work out in the end. I h…
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There is one thing a good employee attorney likes in a courtcase - for an employer to say that a person was terminated for one reason, but then while under oath the truth comes out they were terminated for another reason. You are better off telling…
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I have never used these before, but one thing comes to mind. If your high deductible plan has an HSA attached to it, having a program like this could mean trouble for the HSA program. It is my understanding that actually it would disqualify the HS…
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Just a word of caution. If you are issuing corporate cards then you need to have a section of your travel policy (or better yet a separate policy) that talks about the dos and don'ts with the corporate credit cards. Spending limits, approved expen…
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Because you are dealing with two issues here - a WC claim as well as an ADA accomodation request, I think it is time to get corporate counsel involved. I agree with TX that I hope HR is making these decisions after doing many steps. No matter what…
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To be honest I think all of these points are important. My other suggestion would be to find a case that involves an employer getting nailed for terminating someone while on FMLA and show the economic costs as well as the bad press.
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This is NOT something I would do. You want the company newsletter to be informative and somewhat positive. What benefit would there be to listing the terminations? If the answer is so that people know that someone is not with the company and then…
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I have never been a big fan of peer reviews either. I have seen where people have used this opportunity as a time to get back at another person for something they did to them at some point. I have used self-evaluations and had some success with thi…