NeedCoffee
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Well, if there are more qualified candidates, that's a no-brainer - you hired the most qualified person (as you should) and it happened to not be that candidate. If your cancer candidate is the most qualified person, yet you hire someone who was le…
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Was Pat being negative with Sue this last time, or just discussing issues? If you're going to term for "further actions of negativity with other employees," you need to make sure the content of this conversation and decide whether it falls under yo…
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I'm going to go out on a limb here and guess that no, you are not obligated to pay. Think of it this way - when the HCP mandates that the EE work no more than 4 hours per day, he is essentially mandating that the EE have a "break" of 20 hrs between…
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No it is not free, but we did a package where for $99 (total) you got 3 months of unlimited tests. If you're going through a hiring period, it's worth the $33 a month.
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We used [url]www.assesstyping.com[/url] and were very happy with the results.
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I would recommend not paying it out at termination. Ours is a use it or lose it policy with no accumulation. What you could do is phase out the accumulation over about 2 years or less. Just a suggestion.
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Ditto. We've seen absenteeism decline since going to a PTO system.
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I read that too, although I cannot recall where. I believe it was the implication of caselaw where the court was asked to rule on eligibility....but who knows.
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Ditto - we are partially self funded, and this is covered as a medical test covered at 100% after the patient's copay.
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We have employees sign a statement that in case of emergency (and yes, we left it open at that) we have permission to call one of the 2 people EE designates as emergency contacts. I would definitely say that a EE being taken away by ambulance quali…
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We were on the verge of hiring an admitted transsexual a few months ago. In our opinion, there was no BFOQ to requiring them to wear gender-specific clothing/makeup/etc. Where we had the hardest time was deciding about bathroom usage - do you requ…
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I know this doesn't really answer the question, but our company is in an area with a large Spanish-speaking population, and we in fact employ a few employees who cannot speak English. We've never had a problem with our application, which is only …
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I think your note is probably OK, as long as you do not have a policy stating an employee will be disciplined for talking with others about pay. The court has deemed that forbidding an EE from talking about pay with other EEs is illegal, as it is p…
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We currently outsource our background checks, but here's some things to think about for doing it yourself. The DIY approach is probably more cost effective, but you have more resources through outsourcing. Say someone just moved to your state from…
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Thanks joannie!
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Can I ask for them prior to offer though? We have not made a formal offer, we have just told him that an offer of employment will be contingent upon passing drug screen and background check.
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HRQ - I agree with your opinion on this not to test - in the first incident, the "suspicion" you used was smelling marijuana on an employee. In the second incident, you didn't have any evidence of drugs (i.e., smelling something, seeing something…
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I believe you have to add the two together, but I am not positive on that. Perhaps some other forumites can clear it up???
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We use a urgent care facility that has after-hours availability as well as Saturdays. Check what's open in your area, and make sure the facilities perform the testing required by your insurance/policies/etc.
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I agree with stilldazed - also, you may want to consider completing background checks prior to the employee beginning employment. I know this isn't an option for every employer, but it definitely has its merits!
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How important do you think socializing between employees is to the workplace? If you had a manager who told your department that he/she didn't want to hear any talking, socializing or other non business related interactions between employees during…
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Nothing that I know of, but being in California, I'm sure they could come up with something!
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Story of my life. They never learn until it is too late!
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Do you have documentation of the performance issues prior to diagnosis?
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I assumed that was a given.
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Not sure if you're looking for a template for the actual description or an update form. Here's our description format: Position Title: Department: Reports to: FLSA Status: Purpose of Position: Essential Job Functions/Duties: Marginal (Other) Job …
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Although we do not employ any union employees, post-incident screening is done on the clock. Our reasoning is that we don't feel employees' pay should suffer when they get hurt on the job, and since we mandate the testing, we pay for the time there…
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Very strange! I wonder what happend - I couldn't open it either. In any case, here's an excerpt from DOL saying the same thing: [url]http://www.dol.gov/esa/regs/compliance/whd/fairpay/fs17g_salary.htm[/url] "Circumstances in Which the Employer M…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-20-07 AT 07:28AM (CST)[/font][br][br]See the following excerpt from [url]www.flsa.com/coverage.html:[/url] "employers may "dock" the base pay of salary basis employees in full day increments, for dis…
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Ditto - do you have more information as to what the purpose is of the type of SS policy you're looking for?