Lori B
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Beautiful! Thanks for sharing that one.
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I wouldn't remove it. It doesn't carry much weight after a year, but we still keep it. Our logic: we don't remove glowing personnel reviews after a year...it cuts both ways. History is history, and we want it all....
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If you ever have the pleasure of conducting something like a theft or a harassment investigation, I would keep that in separate investigation files too. If the outcome is that discipline is warranted, I would include the disciplinary doc in the per…
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Tricky one. I too produce attendance records, regardless of reason, when the need arises for a UI hearing. If the dates pertain to a medical or FMLA type reason, I might simply call it that without specifics. For ex, to me it is one thing to just…
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Illinois has a statute on point, the Personnel Record Review Act. Perhaps you could look into West's annotations to see cases that interpret it for argument ideas. One could also argue by analogy that all the recent privacy legislation on a fede…
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Don just raised a good point re: "his" side of the story. I've seen a lot of employers get nailed by suits from the former "alleged harasser." Why? the company rushed to judgment that harassment was occuring without an investigation to get all t…
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The GM sounds like a clod, no doubt about it. I hesitate though when someone claims wrongful discharge. It seems like everybody thinks any perceived wrong is harassment or wrongful discharge. The laws really don't work that way. At will employme…
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Hi Rockie We have 500 ees, multi-state locations. Our HR Dept handles HR functions in addition to payroll, benefits inc'g the retirement plans, work comp, safety, assist with charitable events, and legal. Thankfully, we do very little recruiting. …
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Hi It looks like you are in Illinois, my stomping ground. In Illinois, you technically cannot deduct from final pay like that unless the ee signs a written authorization for the deduction at the time the deduction is made. Once you tell him he is…
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Roses are red, violets are blue, when Friday is over, so are you... Sorry, couldn't resist. I'd say you have your ducks in a row. Good luck.
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Hi I can't speak for the rules in TN. I do know that in our company we simply requires all ees to pay their share of insurance premiums while on leave for any reason, including work comp. This requirement kicks in as soon as they hit a full pay …
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Employees who work in our warehouse must wear steel toe shoes. Employees who work in our office are allowed to wear open toe, sandals, etc, as part of our business casual environment - but no beach flip flops... The injuries we have seen stem from…
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You can ask away...you just can't require an ee to produce it to you. Odd rule that seems to conflict with everything the govt wants us to do.... As a practical matter, I don't see anyone getting sued over this issue.
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Hi Although you can't legally require an ee to produce the SSA card, it is "best practice" to ask for it now in connection with the Form W-4. We alert our ees about this new fine and they seem to understand. Of course, you absolutely cannot ask f…
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I would be cautious about disallowing it. It invites a union campaign. You can bet the organizers will promote the wearing of buttons in support of the union...
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HI all We require certain positions to use a uniform and they sign a payroll deduction authorization for the weekly laundry service. This is not problematic from a legal standpoint b/c they earn well over minimum wage. I think a lot of the people…
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We will probably make this a "red white and blue" dress day. We may even put a charitable spin on it by allowing ees to "purchase" the right to make it a casual day (so long as they wear the appointed colors). They would purchase this extra casual…
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We have hired some students on F-1 visas. Their SSA cards bear the notation "not authorized to work without INS approval." This then triggers our request for the INS Employment Authorization card. If you are seeing SSA cards that do not bear this…
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ooh, hot topic. I agree that employers should terminate these folks for fraudulent applications. I am mindful though that some of these folks are the absolute hardest working people you will ever have the pleasure of employing. I do not view thes…
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I agree with HS. Side note from earlier posts: making people punch out for personal calls or other breaks seems appealing but has its pitfalls. The FLSA won't allow you to dock pay for someone on a break of 20 minutes or less....If the phone cal…
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Thanks to all for your messages. We checked with our EAP and they set up a conference call with a nurse. The nurse was very helpful about helping us to put things in perspective without overreacting. She also provided an interesting tip. She s…
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Hi The I-9 form has not actually been updated yet. In 1997 and 1998 the INS announced all sorts of changes for what docs would and would not be acceptable. However, the form itself was never revised. The INS has stated that employers may continu…
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You have an "inside sales person" who is considered exempt from overtime? Unless I'm missing something, the FLSA does not allow inside sales reps to be exempt. You may have a bigger issue by electing to pay this person salary/comm'n instead of hou…
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I agree. Our company has offices in over 20 states and we reserve the right to mandate vacations during slow periods. We made it part of our policy.
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Please realize that the UI issue with probation periods is state specific. I believe there are something like 17 states that do recognize these periods in some form or another. For ex, in Illinois, if you terminate someone within the first 30 work…
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we're open but most people are taking vacation....transportation/freight forwarding industry.
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I don't believe that is prudent. We make supervisory referrals of ees into our EAP and encourage them to use the resource. We don't mandate it though b/c of the concerns under ADA. You don't want to be "construing" them as disabled. Telling an e…