Nrdgrrl
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I concur, you will need to rehire, get benefits on again, and let him take the 12 weeks. If you are lucky, he will burn through the time quickly. You will need to make the decision quickly, as you can't retroactively say the time was leave. Until …
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You count it as 12 weeks at 28 hours. Here is the reg: 29 CFR 825.205 (b) Where an employee normally works a part-time schedule or variable hours, the amount of leave to which an employee is entitled is determined on a pro rata or proportional b…
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We pay holiday pay to both exempt and non-exempt IF they are in a paid status. ie. they are using PTO time or STD either the day before or the day after the holiday to be paid. If they have run out of PTO, or STD is not approved, they are unpaid in …
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Make sure to get a Dr's release for at least the first 6-8 weeks after the birth, as the ee is considered truly disabled during this time. After that, the FML is really for bonding time, so that period would not be as much of a worry as long as moth…
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Our company treats those on FML the same as all other associates, which means they accrue PTO time at the same rate. The actual reg states: 29 CFR 825.209 (h) An employee's entitlement to benefits other than group health benefits during a period…
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I don't know if this is the silver bullet, but it has worked wonders for us! We have 16,000 employees and 1,000 of them went on leave last year. (Mainly pregnancy, but plenty of the leave types you cite) If you are on intermittent leave, and there…
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Ty, I know how you feel. We had a young woman that was in her late teens, early twenties, that took 3 leaves in the 3 years she worked for us. They were always in November and December, and always for mental health reasons. Now before I get egged, …
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I'm sure one of our more esteemed colleagues will have a more complete answer for you, but my .02 cents is that you let her burn up her time as quickly as possible.(i.e. make it easy for her to take the time- don't force it) Unfortunately, migraine…
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My company had the same thought-outsource. Some background: 15,000 ee's in 800+ locations. FML was done by reps at the locations. We decided to take baby steps first, and centralized it to our corporate HR office. We certainly reduced liability co…
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At my company, my area processed 980 leaves last year, and we had the same problem. We have a two pronged approach: 1. Policy states you must be on some type of leave if you are out more than 15 business days. 2. Under 15 days is up to them, but i…
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We make the offer contingent on passing the security check. Couple of questions: What kind of things would take months if not years for clearance? If it takes that long, I'm unsure what the point of even doing it would be. If they have a blemish,…
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At my company, if you are an attorney wanting information, you have to provide a subpeona. We own the file, and once you leave, you will have to have the court tell us to release the informaion. We also charge the attorney with copying costs.
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Go here: [url]http://www.ago.state.ma.us/pubs/snlaadv.pdf[/url] page 6 of the packet has a sample form.
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Also, have you thought about giving the test to those already doing the job in order to see if the score you are looking at is really a good determinate of success in the position?
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Also, an out you can use is FML. Put her on FML now for any pregnancy related absences. She may burn up the 12 weeks, and then you can term.
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I've loved our PeopleSoft system. Of course we came off of a mainframe system that allowed much of the data to be entered free form. Ack! and it was not at all intuitive. One thing that helped us (it was installed in 3 months from contract to use b…
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The "miffed" employee that saw her in the mall was her direct supervisor, so no, I don't think there was a hidden agenda there.
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Thanks so much for all of your suggestions! The supervisor that works for me will be asking her to explain, and mentioning the higher standard that HR should aspire to.
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One thing I didn't get across in my initial email is that she didn't call out. She scheduled these two sick days for a procedure and healing time.
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Are you sure my husband doesn't work for you? He is one of the ones that can never seem to get ANYWHERE on time. If you tell him to come in at 8:15, he'll be there at 8:20. His boss told him to be in between 8 and 8:30. But he is lucky, his job doe…
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NJM, Yes, you have the right to tell your ee's when and if they have a break. Just make sure to follow the break law in your state and that everyone gets the same amount. In my area, I tell them when and how long they can take a break. If they tak…
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To tell you the truth, I do that to a great extent. I have a loud, very clear voice and if I don't close my door, everyone can hear me which makes the ee uncomfortable no matter what we are talking about. We have 2 staff meetings per month. Do you …
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Have you spoken to the tech guys at your company? I had problems with spam and they were able to block it at the firewall. If not, just change her email address by adding a _ to it or a . between first and last name. That will end all spam, and she …
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All of my collegues have one or the other, and yes, they are hard. (I couldn't take the test because my mom had cancer surgery a few days before.) They said that even with all the study materials they had, what really helped them was their practica…
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Unless you have a state law, there is no problem. However, make sure that the ee does not know that this is happening. Imagine if they 1. found out, or 2. sent in their resume for the position not knowing it was the one they are about to vacate.
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[url]www.shrm.org[/url] is a pretty good one.
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You can always do what we do... We only release former ee file information when we have a subpoena in hand. No subpoena for the records, no records. End of discussion with the associate. Nrdgrr
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The first question would be FML. Has he been notified that this time is FML time? If so, I see no reason why you can't term him.
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We are currently reviewing/rewriting all associate/manager/HR policies and we've actually requested that legal read the whole thing. Mainly it's a CYA thing. Plus, since they handle any eeoc claims for us, they can make sure we are covered on every…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-09-03 AT 12:53PM (CST)[/font][p]There are a couple of issues to decide upon before outsourcing HR functions. The short test- can they do it cheaper, faster or better than you can in-house? If you ans…