NeedCoffee
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In cases like this, I would probably give the EE the phone number of our insurance broker - she assists employees in understanding the workings of their insurance plans when things become hairy, such as major surgery, claims negotiations, etc. That…
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First, you may want to move this post to another part of the forum so it gets more attention. Second, you've already provided info on support groups and suggested medical personnel - be careful that you don't get into "regarded as" territory. Unle…
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We do both, just depends on the situation.
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As other posters have stated, it depends on the type of work you are having the contractors perform. We require ours to carry liability insurance and w/c insurance, and we have them sign a hold harmless agreement.
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Yay ritaanz! Nothing like inspiring fear in the heart of employees to make HR's day...sometimes I love this job.
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We offer 1 & 2 to our employees. From what I know, its really a waste of money until you need it, but the premiums are generally pretty low - ours cost about $15 semi-monthly for each product. 3. The Gallup organization does a great program c…
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SMace, I think you're right. However, I feel the purpose of this particular reg is to state that you cannot deny leave simply because the requesting EE is currently ineligible. "the employer must either confirm the employee's eligibility based u…
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I had something similar happen this summer. The lady actually called on Wednesday, asking if she could re-apply for the same position she stiffed us on. I told her that she could send in her resume just like everyone else who applies for the posit…
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We went through the same thing. We made a steadfast ruling that smoking in car was not permitted unless the car was off company property.
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I agree Catbert. I avoid WalMart like the plague. They may be successful from a purely business standpoint, but I think they have failed miserably in adding to the fabric of America. They have done nothing but reinforce America's growing trend of…
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My gut tells me that if commuting by other means is possible, having a car & license is not a BFOQ for the position, and therefore, shouldn't be required. However, if you can find a reason why having your own vehicle is necessary to the positio…
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I keep employment verification forms in the personnel file, jury duty certificates with attendance records, and health plan forms in a separate medical file. At the moment, I keep all indefinitely during employment, and for 6 years after terminatio…
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In the case you mentioned above, you terminated the EE because something showed up on the background check and they didn't disclose it. While I understand your intent, I don't necessarily agree with it. I have had several background checks that ca…
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I love situations like these because it is one of the few times in HR where I feel like I actually have some modicum of power. We are truly the gatekeepers of information, not to mention the keepers of the zoo. Good luck with the phone call!
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I'm assuming that either the EE's behavior at that incident was WAY over the top or that EE has past history of angry behavior to justify suspension and probation. If you are handling this incident in accordance with your disciplinary program, then…
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My gut reaction is that if the EE asked for the change in duties, you are essentially accomodating her request. I would make it rather clear with her that if the company grants her wishes, a cut in pay/demotion would accompany them. Have her sta…
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SMace - I was merely agreeing with other posters and replying to Lisa in Iowa that I think the trash can is the best place to dispose of it, and it is needless to ask the EE to use the "women's container." Sorry for the confusion. And no, I'm not …
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I agree with missk - unless the amount you're talking about is classified as a biohazard by OSHA, you're better off leaving this be. It really is no different than someone changing a band-aid that has blood on it.
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We have an electronics usage policy that pops up every time an employee signs onto a computer. The computer cannot be used without consenting to this policy. It says, among other things, that we regularly monitor all electronic communication, incl…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-26-07 AT 07:46AM (CST)[/font][br][br]It is my understanding that it isn't illegal, but inadvisable unless you're working with encrypted/protected data and other safeguards. If you were sending this t…
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I would check with the NY DOL or Workforce Commission - here in TX we're not mandated to give any holidays, but its on a state by state basis. Good luck!!!
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I agree with jitrbug - you need to run them on everyone or no one, otherwise you risk pre-employment discrimination. Its definitely OK to run different levels of background check depending on the job/level in the company.
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[font size="1" color="#FF0000"]LAST EDITED ON 05-17-07 AT 07:36AM (CST)[/font][br][br]I agree: wishy washy = lawsuits. It may be helpful to get some documentation together to show your boss regarding caselaw where consistent application of policies…
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Sorry, njjel, I misunderstood the original post. Yes, they are supposed to have both if they are working. All individuals residing in the US, including permanent resident aliens, must have a SSN to work and to receive certain benefits. In fact, f…
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From the USCIS website: "Form I-151 is no longer an acceptable List A document #5. However, Form I-551 remains an acceptable List A document #5. " Since the instructions indicate you must have either 1 doc from List A or 2 docs from Lists B and C,…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-15-07 AT 01:23PM (CST)[/font][br][br]Aggravating, yes. Unnecessary, depends on your tolerance for people looking through your personnel files. Many government agencies are authorized to inspect your…
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I still think that rather than saying, "we pray here and if you don't this probably isn't the place for you," you should rephrase to something like, "we pray here, and you're not obligated to join in but we welcome any suggestions you have to make t…
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I'd like to make a couple comments on this: 1) Bravo for wanting to be conscientious of diversity in the workplace. 2) A friend of mine recently got a new job. Throughout the hiring process, not one mention of religion was made. Once he was hir…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-20-07 AT 07:30AM (CST)[/font][br][br]YAY!!!! I found the article!!!! It was in the Texas HR Hero Employment Law Letter from January 2007. If you're a subscriber you can access it. The title is "Sup…
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missk's post was the essence of the article...I wish I could find that thing!!!!