KathyHR
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- KathyHR
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When I was in banking & went through an acquisition we paid out anything above what our vacation allowed, put their remaining vacation on the books and then everyone was within the vacation policy. Seniority was based on the starting date of wh…
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Our holiday policy does not specify how many hours for holiday pay, just what days we are closed. Our standard day is 8 hours. If we had employees who worked 10 or 12 hour days we would pay them what their normal working day was, 10 or 12 hours. …
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We're contemplating this for next year as well. Our funding is getting cut 5% now & we're facing another 20% reduction if the state budget passes this year. As a non-profit, 25% is a chunk of change so we're looking at everything. Charging ex…
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We have 55 employees who have enrolled in our dental. We are self-insured through Dental Reimbursement. The employee pays 10% of what a "premium" would be. We pay an administrative fee to DR & they handle the claims & cut the checks. We we…
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Catbert, Ohio BWC has a grant available for a transitional work program for those hurt on the job. We are currently working with them (VocWorks) to develop the program and they are doing most of the work. For off-duty we use FMLA if applicable.
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Our migraine sufferers are in all age groups. But the one who seems to suffer the worst is in that age group. I used to have migraines but when I was put on high blood pressure medicine they practically disappeared. My daughter's friend (19) just…
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Our policy is once they have exhausted their sick, vacation, personal & FMLA and still are not able to return to work, we terminate. We can't keep the job open as it is a hardship for the company. I've terminated for this twice and both times …
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[font size="1" color="#FF0000"]LAST EDITED ON 05-24-05 AT 04:19PM (CST)[/font][br][br]I thought the very same thing and I haven't been on the forum very long. I've been waitin' to see how he'd re-surface. BTW what's a bottle tree?
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We had a similar situation but we did not want to keep the employee. We sent a letter informing her when FMLA would expire and that when leave expired we would terminate (our attorney drafted a great letter). She did not take advantage of our unpa…
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We were in a similar situation and since we hadn't yet notified employees of the policy change we looked at past practice & followed that but we didn't go any longer than we had in the past and let them go at that point. I'm with HRinFL, I like …
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We have a B too, actually a couple . When interviewing applicants I ask behavioral questions, situations that have actually occured. I tell the applicant I have some hypothethical questions for them and ask about three. Usually I get the, gosh I'…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-02-08 AT 02:19PM (CST)[/font][br][br]Last year when we did the budget I budgeted for a 3.5% average increase. They will range from 0% - 4.5% depending on the performance evaluation but the average is…
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>If you terminate her today, would she still be >eligible for COBRA if her insurance doesn't >start until August? > >Anne in Ohio Not if they terminate before she's eligible for the insurance. COBRA isn't offered for insuran…
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No, if we have to cut back we'd do it somewhere else. We've been cutting back on personnel through attrition the last 5 years due to decreased funding. Our goal was 10% but we've been hovering at 7.5% because service suffers once we go above that.
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Once it goes above $6.85 it'll affect 22 of our part-time 10 hour per week employees. These aren't people whose entire family lives off the paycheck. It'll also play havoc with our salary schedule. As a non-profit and dependent upon shrinking stat…
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Job needs filling and no FMLA, I'd term. Just make sure ADA isn't involved and double-check what happened last time someone filed STD and had no FMLA.
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I am going to a session tomorrow but there are several good Internet sites. [url]www.pandemicflu.gov[/url] is good, [url]www.fluwiki[/url] is also good. Check your state web site to see if they have anything. Ohio has a section on theirs which is…
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We are a non-profit in the public sector and have 140 employees. There is me, degree & PHR, and I share a clerk with Finance. I do everything except payroll. No problem with confidentiality since the clerk sees everything in payroll anyway.
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We are a public employer (not the medical field) and did not notify our customers of our transgender person, it's really none of their business. As to the doctor with sequined shoes, I would have told her that her attire was not business appropria…
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>Maybe I am nuts but I think it was deceptive of >this applicant to apply as a man and then show >up dressed as a woman. > >What right does a person have to apply for a job >as one gender and then come to work dressed as &…
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>I have been in meetings and so this is my first >chance to reply. > >First off, my comment mentioned no one and even >no forum by name. So if you felt it was >directed at you, I guess there is a reason for >that. >…
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With our software since the name on the paycheck is the name on the W-2, Finance and I work together to avoid SS mismatch. I require a new employee's SS card during orientation and whatever name is on the card, that is what is on the payroll record…
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At a recent employment law workshop the attorney said that in Ohio you can ask on your app about convictions of a felony and misdemeanor, but not an arrest. And the app "should define the term conviction to include pleading guilty, having a judicial…
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We called them Maintenance Custodian's.
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If there was a "problem" with the former employee, I'd still fill the position but not with the former employee. We had a situation like that in January. The person was here 4 years and I was getting a nice documentation file built up on her (had t…
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We only pay mileage if going from one work site to another work site. It doesn't matter if the starting work site varies from day to day.
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We set our own threshold. A person who works 40 hours is full-time. Anyone less than that is part-time. The most set hours a part-timer has is 32 the minimum is 10. They are eligible for our health insurance if they work a regularly scheduled 25…
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We're a non-profit and we can't use public money for these types of events. On birthdays we bring in a treat ourself. It's nice because then it's usually something different. If the person doesn't want to celebrate then they don't have to bring an…
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Pork, would you mind sharing the 2nd policy you wrote about. What do you do about a doctor certifying they still have a medical condition after the 6 or 8 weeks but you know they want additional time and want to use sick instead of vacation? We hav…