LindaS
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- LindaS
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I agree with both Don and Ballooman. Treat these absences the same as you would on any other day. Making one exception inevitably leads to another, and another and so on. If people had vacation or sick time and your policy does not require the Dr…
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I would provide the employee with the FMLA paperwork and once it was returned I would beging counting from the day she was eligible for FMLA leave. As someone who works in a union setting I understand the importance of setting precedent but this wo…
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In response to your questions, once an employee used all their PTO time it was dealt with on a case by case basis regarding any discipline and if they were legitimately sick and it was something that would qualify under the FMLA or ADA then they wer…
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I agree with Rockie regarding PTO time. A former employer provided "personal" and "vacation" days to employees and we found that the supervisors were uncomfortable having to delve into an employee's personal life to determine which should be assess…
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My understanding is that you CANNOT withhold an employee's paycheck for ANY reason. There may be reasons you are not aware of that the employee has not returned the form. In one company that I worked for where direct deposit was mandatory we offer…
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My first thought is that there should not be a problem as long as it balances out in the end. By switching their pay period they were actually paid twice for 6 out of the 10 days in the pay period so by making the adjustment you are correcting an e…
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Whenever we place an employment ad the words "Equal Opportunity Employer" are ALWAYS placed at the bottom of the ad. I'm not sure what the cost is for this line but I have NEVER placed an ad without it.
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Our company currently uses flextime for both exempt and non-exempt employees. An employee that works over their normal 8 hour day is allowed to take the time off later in the week and not have to use vacation time. Our exempt employees are not req…
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What I have is one handbook that covers all the federally mandated policies (FMLA, EEO, ADA, etc.). It also covers all policies that relate to BOTH exempt and non-exempt employees (dress code, health insurance, vacation, etc.). In addition I have …
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To those of you who responded to this initial post I would like to thank you for your input. I took your collective advice and passed it along to my family member but things have not improved and I am very frustrated with the situation. This perso…
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Okay here's another thought... Remove the "consecutive days absent with only one occurrence" completely from the policy. Make it a one occurrence per day regardless of the length of time they are gone. Once three days pass and an employee is abse…
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My first question is whether you are unionized as that may have an impact on whether or not you can change the policy. My advice to you is NOT to go against policy since it does not give a timeline regarding how long the employee can be gone and on…
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How do you make the determination of excused absences due to blizzards? Do you go according to school closings or use some other way to determine? We also have excused absences for weather and usually go according to if the schools are closed.
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Our Attendance Policy deals with "abusers" in the following manner (this does not count for FMLA qualifying conditions): Employees receive "points" for each absence up to a certain amount in a rolling year. Twice during a calendar year an employee…
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I agree, although we are not a public employer. In my experience regarding the request for personnel information, the attorney has ALWAYS specified medical information if they want that in addition to the rest of the personnel information and the r…
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I am not aware of any law dictating the amount of notice that must be given but in experiences that I have had, we typically gave several months notice. I have also heard of companies using their EAP provider to hold meetings and present informatio…
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I agree with Hunter1. In one company that I worked for, the union contract had a "job evaluation committee" section in it. This committee was composed of both management and union employees as well as one facilitator (I acted as facilitator for a …
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I am in Wisconsin and had a situation several years ago regarding paying an employee during a layoff. The company I worked for at the time laid off several employees for different periods of time and the grievance settlement that was reached requir…
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It doesn't sound like there is a "hostile work environment" but there is definitely a problem. Do you have a Substance Abuse Policy in place? At my company we do and we also have a "Fitness For Duty" clause in this policy. This clause clearly sta…
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I agree with Don - the employee is getting paid for two days off regardless of when they fell. The fact that he was already scheduled off does not make any difference. I would NOT grant him additional days off and would pay him in accordance with …
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In all the companies I have worked for we keep four files for each employee: 1) Personnel File: contains all payroll information, garnishments, insurance enrollments, reviews, new hire information, absence notifications 2) Confidential File: k…
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I agree with everyone that you should notify the union, in writing of the situation and give them a specific amount of time (I have used three days) to make a decision regarding their decision to meet with you. In my experience with unions in the s…
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I have run into this before as well, although the issue usually has been a failure on the part of the employee to practice good personal hygiene. What I have done as a first step is to send a letter (I have a generic letter that I send) to the empl…
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Our handbook states that employees must present valid documentary proof of their identity as well as their authorization to work within three days of starting and I have not had a problem with the enforcement of this. With a prior employer I would …
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Here's a thought and this is something that has been done in several companies I have worked with: Post the notice regarding the half day closure but also note employees not scheduled to work the full day must either take the remaining portion of t…
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Regarding your question about terminating your employee - My understanding from your post is that this person is still being held in jail. Is this correct? If this is then I would let your attendance policy (assuming you have one) take care of t…