Nat
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[font size="1" color="#FF0000"]LAST EDITED ON 02-18-04 AT 07:58AM (CST)[/font][br][br]I don't know if you are just looking for info from your state or not but we are giving 0% for the second year. We are funded primarily by medicaid who has not giv…
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I don't know if I would meet with each one individually. A business decision has been made. As was said previously, businesses are allowed to make changes in work hours. As someone once told me, "we are not in the business of employing, we are in…
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I would not send a copy of the letter sent to the employee to anyone other than the employee and HR. Other supervisors don't need to know why the person is not hired - just that he is not hired.
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We're a long term residential care facility for children and adults with severe mental retardation and our turnover so far this year is at 70% for direct care staff. We are very proud of that considering that in 2001 it was 128%. Unfortunately, it…
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Job descriptions serve several purposes. 1. It gives employees a general, if not specific, idea of what their job duties are. 2. They are useful when dealing determining ADA situations by clarifying what are the essential duties of the job. We g…
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This response was written in our local newspaper several years ago and somewhat addresses your issue: A mail-room or company-mail person generally has the right to open all mail addressed to people who work for the company, said a law professor. M…
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If your application is part of your personnel file and your policy says you will not give copies of the personnel file then don't. It's not personnel's responsibility to keep up with past work history for our employees. We recently had an employee…
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I agree with the other posts. I think the wording actually says they have to be in a conspicuous place. Just make sure you have some where your exempt employees can see them too. We have them at the time clocks and where we take applications (whi…
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To answer your question, I think it depends on how your D & A policy is written regarding pre-employment drug tests. As long as your policy states that offers of employment are contingent on negative drug test and the employee acknowledges unde…
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My suggestion and what we do is to have another management person witness that the employee refuses to sign. We get them to actually write on the form, "employee rufused to sign" and sign it. You should always have a witness (not necessarily for d…
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We do criminal background checks and have approximately 140 employees. We are a healthcare provider and are required to although I think we would regardless. We also do pre-employment drug testing and physicals.
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I would do criminal background checks especially since it sounds like these employees work around and/or with the public. We are non-profit and do our criminal background checks through a private company. We usually have results back within an hou…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-28-03 AT 03:11PM (CST)[/font][p]DITTO!x:7
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We were looking at a 31% increase from BCBSNC so we switched to United Health Care which brought our increase down to 11%. We are in long term care and have a hard time finding anyone to quote us. Last year we were no quoted by everyone except one …
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[font size="1" color="#FF0000"]LAST EDITED ON 06-10-03 AT 01:39PM (CST)[/font][p]I don't think you can have a mandatory retirement age. The ADEA prohibits this except for certain positions such as airline pilots, air traffic controllers and other …
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[font size="1" color="#FF0000"]LAST EDITED ON 06-10-03 AT 01:57PM (CST)[/font][p]There could be a serious health condition related to her period that causes her to need intermittent leave, HOWEVER, I would definitely require that she submit the FMLA…
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I agree with Balloonman. The company, not the employee sets the rules. It doesn't really matter WHY she is making these demands. Return her to her former position, hours, pay, etc. as the FMLA requires. If she cannot work the hours the company h…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-19-03 AT 10:42AM (CST)[/font][p]We have taken the "no sleeping" policy one step further and have stated that sleeping or giving the "appearance of sleeping" can be grounds for termination.
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I actually had an employee tell me that I couldn't fire them over the telephone. I wanted to tell them that I would get a sky writer to do it, but thought better of it. It's not the best situation but sometimes that's all you can do - might not wa…
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Drug tests are part of the personnel record and therefore not subject to the rules under HIPAA.
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Hi neighbor! I am in North Carolina, also an at-will state, well in theory. At-will does mean you can terminate for a good reason, bad reason, no reason but not an illegal reason. Sounds good BUT.... It has been my experience that you had better …
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[font size="1" color="#FF0000"]LAST EDITED ON 05-09-03 AT 08:14AM (CST)[/font][p]Employee doesn't have the right to bring in a recorder. In fact, I have refused to have meetings because the employee insisted on bringng one and that "their attorney"…
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If you would like to give me your fax number I can fax you the one we are using. I got it from the our state's website and just tweaked it for our use. My e-mail is [email]nataliehrm@yahoo.com[/email].
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We use Microfax. The website is [url]www.mfxsearch.com[/url]. Seems to be very reasonable. We are non-profit and cannot afford very expensive. They can do about any combination you want including county, state and nation wide. Hope this helps.
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We also have a no-fault attendance policy that counts occurrences. We do not have a number of days limit, however, we do not count scheduled absences against the policy. If they do not have enough time to cover with pay, then we consider time off …
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[font size="1" color="#FF0000"]LAST EDITED ON 04-02-03 AT 03:43PM (CST)[/font][p]If you go to [url]www.hipaacomply.com[/url] it gives you all of the deadline dates. It indicates that Security Compliance date is 2005 for all covered entities except …
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We have an attendance policy that is very fair and allows us to terminate and have successful UI Non-Charging. Just went through one heck-of-an appeal regarding termination due to attendance. Employee initially got benefits because of the reason s…
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Don't know what state you are in but in NC you don't have to give a break or a lunch - you can work employees 24-7 with no break. The problem would be if you automatically deduct, say 1/2 hour, for lunch or whatever break and the employee doesn't g…
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You didn't indicate that the employee showed you proof of a call-up so my response assumes that he didn't show you that. In that case, my advise is to never do any personnel action until you have actually seen the paperwork. We had an employee kee…
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I also work in the health care field. Do you have a substance abuse policy? It seems as though someone at your company should have been notified immediately if there was a question about this persons sobriety. Was this person given the opportunit…