LindaS
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- LindaS
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It appears that this employee, for whatever reason, does not want to return to his regular job. If the specialist feels that he is able to return to full duty, and you and your insurance company have faith in this individual, place him back on his …
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In the training sessions I have attended when this question has been brought up is that you should have a signed authorization from the employee allowing you to discuss this information with your TPA. Your TPA should have some sample authorization …
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I agree with the rest of the responses. Once you have your policy in place, and hopefully this is the first time this has happened and a precedent hasn't already been set, provide a copy of the policy to the employee along with a notice that their …
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My understanding is that posting a notice on the bulleting boards is NOT sufficient. Each employee is to receive a copy of the privacy notice and they must be provided training on the privacy rule, what their rights are as well as what the policies…
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This type of information is covered in our Emergency Response Plan as well as our employee handbook. Employees receive training annually on these types of issues.
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In our facility, and we are unionized, a documented verbal warning is the first step in our progressive discipline process. When an employee receives one, it means that either they have been talked to in a rather informal manner regarding the probl…
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Unfortunately I have to agree with the others. Only once in my career have I won an umeployment claim for a termination regarding absenteeism and that was because we, as the employer, went so far over what was reasonably expected of us and provided…
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Just wanted to throw my Congrats in here as well. I envy you going non-union!! Best of luck to you!
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We have only one original and copies are made after it is signed. The employee elected not to receive one, the union steward is new as is the supervisor so they union rep had not yet received his copy. The ONLY record of the write-ups are missing.…
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I like your answer. As a person who has four big dogs, I might just do that!
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You should be receiving the incorrectly addressed W2s in your office. If you don't, you should find out where they are going. You probably won't get all of the back but you will get quite a few. I always keep them and when the employee tells me t…
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Would you please send that information to me? My email address is [email]LindaS@Merrill-mfg.com[/email]. Thank you.
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Just wanted to update you on what decision we made regarding our new "mascot"... In speaking with upper management, the decision was made to skip the first step in our disciplinary policy (this would have been a documented oral warning) and go to a…
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Do you have employees sign an authorization allowing this deduction? My understanding of wage and hour law is that you CANNOT deduct ANYTHING (other than taxes) from an employee's check without authorization of some kind. Maybe this is state speci…
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Explain to them that the person HAS to go through these exams, and pass, prior to their being allowed to start. This IS a condition of employment, not something the employee has a choice in. Use a drug test for example, the employee is REQUIRED to…
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I am in Wisconsin and I once asked this question and was given a definitive "no" as an answer. Among other reasons the one that stuck in my mind was that this type of thing can be seen as a contract and that is not something we wanted to get into. …
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I think the first question that needs to be asked is if you have a formal drug/alcohol policy. The second is whether this person' behavior is creating a safety issue for themself or other employees. Without a formal policy, how would you be able t…
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My understanding is that a resume is NOT a legally binding document which is why we NEVER hire an employee without having them complete the application (this includes ALL managerial and higher level employees). The application has the statement whe…
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When you have terminated these individuals, have they then been awarded unemployment? I know FOR A FACT that here in WI you not only have to have a written policy dictating what will happen to an employee in the event of a positive drug test but yo…
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We supply new employees with a copy of our substance abuse policy upon hiring. I go through it with them and clearly explain the "fitness for duty" portion. They are then required to sign it and I provide them with a copy of the signed document an…
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Without a formal written policy, you could be opening yourself up to a litany of problems. In addition, once you have a written policy, make sure you follow it to a "T"!!! I have seen a variety of instances with employers that "pick and choose" ho…
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No problem!
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To those of you who have not yet received a copy of the checklist, I have a copy that I can email to you so if you would provide your email address, I will forward a copy - this is much easier than faxing!!
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I will forward it now.
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I have been unable to find a good checklist via the internet but I have received one that was put together by a company that deals with alot of insurance issues and has been helping other companies come into compliance. If you would provide your fa…
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In our Substance Abuse Policy as well as our Workplace Violence Policy it states that we, the employer, reserve the right to inspect any and all areas on the company premises if it is believed an abuse of the policy has occurred. This includes lock…
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Our substance abuse policy states that an employee who has failed a drug or alcohol screen (we have a fitness for duty) must immediately be referred to the EAP, follow any treatment they recommend and are subject to random tests for one year. Our p…
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You can only work so much with employees. It is unfortunate that your employee cannot recognize that he has a responsibility, not only to his children but to his employer as well. I don't think requiring the employee to work until 5PM one day a we…
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From your post I'm understanding that you need "someone" there until 5PM but how many do you need? If possible, my suggestion would be to create a rotating schedule thereby allowing ALL individuals within the department to leave early one day. Thi…
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Let me preface this response by reaffirming my prior posts wherein I ALWAYS advise my employees that it is NOT a good idea to remove a spouse from the insurance prior to the divorce due to the ease with which they would be able to obtain a court ord…