NYGiants

Comments

• Beware here - this one has a lot of danger signs. Think about FMLA (state and federal), if the employee qualifies for a serious health condition. If so, he may be entitled to protected intermittent leave -- remember to get certification and give pro…

  in ADA and accommodation Comment by NYGiants August 2007
• From a personal perspective -- I love this point. Why should we, as employers, essentially reward an employee for negative behavior that not only harms them physically, but also costs the employer in terms of increased health risk, lost days due to …

  in I'm not a smoker but if they get a break, I want one too... Comment by NYGiants August 2007
• I believe it should depend on the terms of your insurance -- i.e., term of coverage should be clearly spelled out and terms under which coverage will terminate (and how). You may also have to extend insurance (health) if you are covered under state …

  in Longterm Disability Requirements for Small Business Owner Comment by NYGiants August 2007
• My experience with this type of arrangement is a success story with a cautionary note. We have many employees who have handled the flex week with finesse, but they showed some very clear personality traits: previously demonstrated ability to consist…

  in Flex Time / Flex Week Comment by NYGiants August 2007
• First - don't panic . . . You can voluntarily recognize the union as the bargaining representative of  your employees, (so long as the union can demonstrate that it has been designated by more than 50 percent of employees). If the union has cards fr…

  in Authorization Cards Comment by NYGiants July 2007
• You know, I have noticed that the dress problem is greatly exaggerated (at least where I work). Sure, there are a few employees who make bad choices when it comes to work clothes, but what I see is that it is not a generational issue. There are plen…

  in Preppy Is In-Are Dress Code Problems Over? Comment by NYGiants July 2007
• I have (now) asked the employee for medical certification. I believe when it comes back, it will reflect that she has a serious health condition warranting FMLA leave. So, my question is: can I count the weeks she already took for "sick" leave again…

  in FMLA Designation Comment by NYGiants June 2007
• Since these are legal activities - I agree that you cannot limit the employees in off-work time. However, since a lot of organizations have employees at trade shows wearing "company" shirts (with logos, etc), you may want to ask employees to only we…

  in Vegas conference...asking for trouble? Comment by NYGiants June 2007
• I think you are going along the right track to treat this as a performance problem, but you should start an interactive process with the employee to tell him that if his thyroid condition is a disability, you may be able to work with him to accommod…

  in Employee Performance Issues due to Medical Condition Comment by NYGiants May 2007
• Assuming that both tthe employer and employee are FMLA eligible, and that the employee's physical condition that warranted STD also qualifies as a "serious health condition" under the FMLA, the time spent on STD can also count against the employee's…

  in FMLA and short term disability Comment by NYGiants May 2007
•  I-9 forms (and related documentation) must be retained for 3 years after the worker is hired or for 1 year after termination, whichever is longer.       .

  in Records Retention Comment by NYGiants May 2007
• Jaime: I have found that the Job Accommodation Network (JAN) can help with accommodation issues for specific disabilities (i.e., a walker). JAN is on the web at :http://www.jan.wvu.edu/  You can call and talk to an accommodation specialist …

  in use of walkers in the workplace Comment by NYGiants May 2007
• Try People Filter http://www.peoplefilter.com/ Like all products, it requires human discretion and input, but it is pretty good.

  in Getting the good candidates Comment by NYGiants April 2007
• We did not close, but we did send out an email reminding employees of the closure plan and evacuation plan. NY got a lot of rain, but we were OK. Notification seemed to work OK, but you ever know how the evacuation is going to go until it actually h…

  in The Nor'easter and Emergency Plans Comment by NYGiants April 2007
• I hope this is a joke, since it is pretty insulting to the employees who currently perform repetitive task jobs. I don't think that there is any substitute for human judgement and discretion -- no matter what the job.

  in Super Chimps--Our Next Employees? Comment by NYGiants April 2007
• Thanks! This is very helpful. We used a third party agent to do the check, but I will follow up as advised.

  in Hiring-SSN and immigration Comment by NYGiants March 2007
• Bonus payments are a great way of rewarding employees who have topped out of a pay range. You might also consider other nonmonetary rewards that are of value to the employee, such as flexible scheduling, more leave time, or other benefit that the em…

  in Top of pay grade Comment by NYGiants March 2007
• Found one in PA . . .  http://www.nsinursingsolutions.com/healthtrends/Part1HealthcareSurvey2007_files/frame.htm

  in HR Metrics - Turnover Rates Comment by NYGiants March 2007
• Thanks to all -- I really appreciated the help!!

  in Termination after FMLA leave Comment by NYGiants March 2007
• Just heard that President Bush would veto the Employee Free Choice Act (H.R. 800) if it passed the Senate. According to SHRM, the DOL Secretary (Chao) said that the Bush administration rejects any attempt to deprive the rights of workers to vote in …

  in Employee Free Choice Act Comment by NYGiants March 2007
• Hi Melissa: Yes. Assuming that the employee qualifies for FMLA leave, under the FMLA, an employer must provide an employee requesting FMLA leave with the details of the employee's rights and obligations for FMLA leave and any consequences to the emp…

  in Maternity Leave and FMLA Comment by NYGiants February 2007