Roberta
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I am not sure what state you work in, but in IL, lacking any sort of formal employment or union CONTRACT, whatever time is accrued to the point of termination is payable. When I worked for a former employer, we found out the "hard" way. An employe…
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I did a little more research for you and a re-education for myself. According to Fed. Reg. 62 FR 40699 (7-29-97), ERISA violations could be up to $110 per day per violation. If you do the math, that could be a way to "encourage" your former employ…
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My understanding is that until you receive your COBRA election form you should be considered as a participant. This is something that could get very difficult to pursue however. Any claims should be paid as if you were a participant during this pe…
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Our agency had AFLAC several years ago. The agents couldn't answer questions about the plans and generally "disappeared" after the initial enrollment period. As part of the plan, AFLAC did the administration of our flex spending plans, which turne…
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I work for a child-welfare agency in central Illinois.
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Our vacation and sick time are different categories of time off. Employees earn 15 days of vacation in the 1st and 2nd years, then go to 20 days until 20 years of service when it goes to 25 days. (It's a great thing!) Vacation accrual is based on…
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You should start with the "Human Services Department" or "Child and Family Services" in your state to get an idea of what the regulations and laws are. The start-up and staffing costs can be quite prohibitive. Another possibility may be to contrac…
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It seems to me that you should want to keep your policy intact-once vacation always vacation. From what you have said, I would allow the first two days as "sick" and leave the requested vacation as vacation. She would not have been at work during …
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You must pay out any vacation time accrued up to time of termination. "According to the court, the Illinois Wage Payment and Collection Act requires employers to treat vacation pay as being earned pro rata as services are rendered." There are exce…
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Our child welfare agency has approximately 360 Full time employees who are eligible for benefits. We have around 440 total employees (varies). Our benefits: 12 sick days per year; 3 weeks vacation to start (4 weeks for 3 to 19 years & 5 weeks…
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Our children's welfare agency has a rather generous policy for education. An employee can request money for degree completion or certification. This is done once a year (for the following fiscal year). Each application is reviewed by management. …
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Any documentation or certification? Sounds to me like you have an employee who wants to "stretch" the meaning of FMLA. How much time is medically necessary to be off for a procedure like that? Would the "wait and see" time be covered? FMLA is su…
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It seems that his absenteeism is the issue. What were the previous factors leading up to the "final warning"? Are any of the listed issues (ie alcoholism, gambling, verifiable serious illness) applicable? Is there any other documentation? Final …
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You are my hero this week! I am thrilled to hear about anyone willing to "ride to work", for a variety of reasons. I have a 1985 Stumpjumper that I call "Black Beauty". Used to ride an average of 30+ miles a day, just for fun. That was before k…
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Lola, I noticed that your post "How do your employees fly?" is right above one about "Medical marijuana". Talk about interesting topics being together.... ;>)
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How difficult would it be to replace the employee? Would you have more trouble with or without him or her? Consider the possibilities both ways. On a personal note, I quit a nine years ago--realized I had made an enormous mistake and my supervisor…
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Bring her in. Explain the situation. Offer a memorandum of explanation and have her sign it authorizing the payroll deduction. If you have had five payrolls as we have had, you are about $2,500 short. Keeping it is fraud.
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According to my desk reference (Federal Employment Laws and Regulations How to Comply Survival Guide #6 by Seyfarth, Shaw, Fairweather & Geraldson): "Title VII specifically requires employers to make reasonable accomodations to the religious …
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I read a few passages from this. My take on it: it's a literary "Where's Waldo?" and Waldo is anything useful to a non-lawyer.
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We use what we call an "Employee's Report of Injury" form. I will e-mail one to you if you would like to see it. You could modify it for your own use. We use it for all injurys, regardless if the injury is minor or requires follow-up medical care…
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Do you realize that now with your Paid Time Off policy that you will have to pay any terminated employees for any unused accrued PTO with their last check? By staying with individual sick and vacation time, you only had to pay for vacation time at …
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The agency only sends flowers (or a plant) for funerals/visitations of direct family members (spouse, child, sibling, parent). Some areas have "sunshine funds" consisting of donations from employees, but the director or supervisor determines who re…
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In our agency we prefer to do face-to-face exit interviews. The HR Director conducts them. The employee has an opportunity to give an opinion on whatever he/she chooses; then the HR Director writes the comments on an exit form and the employee can…
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We are also a not-for-profit agency. Our policy is to state that the employee is responsible for his/her own damage, with the minor exception of damage caused by a client. However, the agency requires a police report and will only pay the deductib…
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Be sure to check with your LTD carrier. Perhaps the coverage allows previous absence to count toward the 6-month leave requirement (ours does). If that is the case, there might be less of an issue in getting the employee to be completely off. I w…
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Some employees fall into the "habit" of being down. Nothing is ever good enough. I personally like team building types of activities, but I have also worked with many who would rather sit all day in a dark room than actually have fun (or be civil)…
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If you roll sick time into a PTO-type plan, expect to pay all accrued time (sick and vacation) at termination. With the current convoluted system, you pay all eligible employees each year rather than at termination. Your turnover rate would make a …
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I would suggest offering pre-paid, self-addressed envelopes at all job sites for suggestions and concerns. That way those "concerns" could be completely confidential and those employees who want recognition could add their names to their correspond…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-10-02 AT 09:24AM (CST)[/font][p]Well Paul, you exactly described the situation I left 10 years ago. Management turned a deaf ear on employees concerns (and complaints) only to have to defend their ow…
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Years ago, we used copied pages from a calendar, one set for each department/unit. The senior person gets it first and writes his/her name on the dates requested, then it's passed on to the next employee in line. We found that using a graphic meth…