Ruskanen
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We wouldn't charge for safety equipment when it is initially handed out or replaced due to normal use, just for lost equipment.
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I'm trying to find the specific case so I can show it to some supervisors that don't feel they should pay their employees outside their regular shift. It's one of those, "where did I read that?" things.
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Our company pays straight time for anything over 40 hours in a work week. I think the logic when they set it up was, if a team lead that had been with the company for a long time and therefore earning good pay moved up to a supervisor position, they…
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We use People-Trak for HR side and love it. Very user friendly and good customer support. We have ADP for Payroll. We were using Report Smith/ADP for awhile and hated it. Too confusing. People-Trak is working on payroll software and as soon as it is…
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I've always stressed to managers with exempt employees that "we can not fill out a time sheet and I don't want keep track of their absences and tardies, but YOU can." They generally just make notes on their personal calanders of their employees' app…
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Are you still faxing that out? If so, I'd like a copy too. It's something our company wants to look into. My fax is 913/621-7171. Thanks, Lisa in HR
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You could always answer "How much do you earn?" with "Not enough if you ask me." That's always true for all of us, isn't it?
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I see you posted this message almost a month ago so this may be too late. One thing you can point out to your boss is that if employees are using their PTO during times when they are not actually working in the plant, that means less absenteeism whe…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-25-02 AT 02:34PM (CST)[/font][p]Thank you for all of your input. I followed Margaret's advice and called our Kansas State Worker Compensation office. They told us that we are NOT required to pay our e…
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Would you recommend advising the IRS of the change from the old number to the new number or not making any correlation between the two numbers to the IRS? Is a company obligated to report the change?
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Our company used to pay all hours (vacation, funeral, holiday) counting towards overtime. We got new management a few months ago and when they heard about that policy they freaked out and put an end to it. Heaven forbid we should be too generous. (E…
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We use the same diciplinary actions as with any other situation. If an employee "forgets" to time in, the first time they are given a verbal warning, the second time an employee has a missed punch, they get a written warning, the third time is suspe…
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We don't have a stock program, but we seem to get the same confusion and lack of interest from our insurance programs and our 401k. You could try stapeling short memos to their paycheks to pique interest. For example, we sent out a memo informing em…
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I posted a similar question under "Employment Law Questions". I got good responses there. You should check that out.
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The other thing to think about when you are dealing with someone with a major, potentially terminal illness is the management of symptoms, medication, medical benefits, treatments, etc. It can be very confusing and the healthy spouse will have to be…
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I have always been under the impression that the employer can only combine the 12 weeks of FMLA for two employees when the two employees are spouses. Can anyone clarify this? Does the daughter work there too? If not, the employe would only get 12 we…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-31-05 AT 12:22PM (CST)[/font][br][br]I know this is an old post, but I just had this issue come up today. If you look on [url]www.dol.gov[/url] under FMLA, it gives a lot of informtion. Specifically, …
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Actually, the issue is not so much if it is covered or not. It is should we allow 3 weeks when one and a half weeks or two weeks would be sufficient? On a separate note, we have had employees go to Mexico and have had FMLA paperwork filled out wit…
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In some form he communicated his absence with his manager/nephew. The letter I sent stated that because of his personal illness (at the time I was not aware it was rehab) he could qualify for a leave of absence under the company's leave of absence p…
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Thanks, I needed that. We're looking at a blantent falsification of records/dishonesty which in our company has been a terminable offense. We gave him the 15 days as a benefit of the doubt and to show we did give him a chance to correct the error.
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I have never had to request a second opinion either, but if you suspect the policy is being abused it would be a good reason to do it. A third opinion might also influence when the procedure is done...saying that it was not medically necessary to do…
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Could you exercise your right to request a second or third opinion, at your expense? I don't know anything about her condition, but I wonder if she could return to work earlier than the 12 weeks if she is able to perform all the essential functions …
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An employee has an elective surgery once a year? Do you even know what the surgery is? It should be listed on the certification for health care provider form. I was under the impression that elective surgery, if not medically beneficial, was general…
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So, if the employee leaves at 2:00pm, you're saying that you would count 3 hours of FML since that's how much of her regular schedule she is absent, even though she has put in 8 hours of work for the day already?
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Don D- I have a hard enough time finding the time to do the things I really need to do around here, so I had to curb my addiction to HR Hero. Thanks for your responses. It gets confusing when a leave must be 3 consecutive work days or longer, and/…
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To provide some clarification. Our company does not require an employee to exhaust other leave banks before or during FML. My question is not whether to pay or not to pay, but whether an absence of only part of a day or one full day can be considere…
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Paul- I hope at some point you require the employee to turn in some documentation to justify a FMLA leave. Otherwise I might decide to take an extended vacation if I worked for your company. I would just make sure that I called in "sick" periodical…
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Keep in mind that the employee may be up to speed on laws concerning FMLA and is waiting for your company to screw up. It would be best to make clear to her what your expectations are, i.e. turn in paperwork by certain date or she will be terminated…
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I told him you said that and he chuckled.
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Does that mean that two heterosexual people that choose not to get married couldn't be considered domestic partners?