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I agree with Nae. Would not count.
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We had this exact situation come up last year, and we designated the surgery and recovery time as FMLA, pre-op appointments were not.
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I would not count it as FMLA. Why can't she fax the paperwork?
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As Paul said, if you're going to jump into the social media/recruiting world, you need to do it right. In my opinion, using social media sites does double duty as a recruiting tool and brand awareness tool. Here's some things we've learned: Facebo…
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We have a very diverse employee base with many Muslims and Hindi employees, but I haven't seen anything to suggest the problems going on in that article (knock on wood).
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We don't have a FB policy, specifically, but we do have standards governing what you say about the company in a public setting. So far, we haven't had a problem (knock on wood!) with people badmouthing coworkers/the company online. I think it's di…
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I've been involved in the arts a long, long time. In fact, I got into human resources from a music connection (it's a long story), so things like this are pretty dear to my heart. A friend of mine sent that video and article to me several years ag…
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Funded 100% by employer: - Life insurance in amount of annual earnings - Long term disability insurance - Paid Time Off Funded partially by employer, partially by employee: - Medical insurance - Dental insurance - Vision insurance Funded 100% by e…
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We think she was sending it to herself to prove proper case handling on her part, as she was on a disciplinary plan for poor work product. I'll keep you posted.
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Your employees must be incredibly happy! That's a lot of PTO!
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Agreed. If anyone wants an interesting case study on second chances and bad behavior, check out Men's Wearhouse - they have a fascinating history of employing those who are in need of second chances...including the CEO himself.
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Basically we had an ex employee, who, in the days leading to termination, sent a bunch of the PHI to their e-mail home address (our company works with PHI - this isn't employee PHI). We're drafting a remediation plan for the breach, and someone t…
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You definitely need to take a look at your plan docs, and if you have a TPA, get them in on this too. I've read recently about the upward trend of foreign healthcare, but I haven't heard anything about foreign prescriptions. Normally, you have a p…
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Have fun, Nae!!!
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[QUOTE=Carolil;720491]We collect upon hire too, but as a company that accepts federal funds we have to comply with regs requiring we collect and analyze applicant data for an afirmative action plan. I use Google docs for documents but haven't done…
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We collect EEO data upon hire, so we've never had to use a survey tool. As for surveymonkey, while I personally love the website and use it frequently, I don't know that I'd use it for EEO data. However, if there is no identifying info present in …
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Welcome to the forum! We utilize a PTO system, and we have some who love it and some who wish we still separated sick & vacation. Here's the highlights, I hope it helps: - Our employees accrue hours on a per pay period basis. For example, fi…
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We have one department doing a trial run of 10 hr days...here's what we did, and what we've found to be pros/cons/things to think about: - Scheduling was a bit problematic for us because (A) most of our absenteeism happens on Monday/Friday, and (B)…
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That's great, Nae! Love it.
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First of all, I'd definitely recommend some changes to your FMLA policy and/or paperwork. You definitely need a clause stating the turnaround time for physician's certifications (DOL mandates at least 15 calendar days), and I would also add a claus…
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Frank, you just hit on one of my pet peeves - employees refusing to sign reviews, disciplinary forms, etc. We even have a statement that CLEARLY says your signature does not mean that you agree with the contents of the document, only that you [B]re…
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I'm with Nae. While we have to provide copies of personnel file documents in our state, we have a policy of giving an employee a copy of anything they have actually signed off on. It's just good business.
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Is this an exempt or non-exempt employee?
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I'd also like to add that you should take a look at what the employee is scheduled to work. At our company, full time is 30 hours for the purposes of benefits, but we wouldn't deny someone benefits if they only worked 29 hours one week - they'd be …
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In my opinion, separated employees should not be approving timesheet after they have been fired or quit - there is just too much potential for employees who are unhappy with you to fudge their numbers a bit. Instead, have a supervisor override func…
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Welcome to the forum, tdanneberger! Frank is right - your state labor law posters fulfill this obligation for you. IL is a great state to start out in for HR - not too many laws out of the norm when it comes to employment. Start familiarizing yo…
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They'll never get ahead in life....
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It's definitely a tough time for most companies - we are doing some hiring because we need to grow in order to become more successful, but having the funds to do that growth is difficult without borrowing money, and we're lucky enough to be a debt-f…
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Personally, I would be more OK with it if the funding came from somewhere other than adding to our Federal deficit...it's big enough as it is, and growing every day. Now, I don't have a good alternative solution, but that's my opinion nonetheless.
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I would say there's probably an ADA issue here...Are there any accommodations the employer could make to help them return to work? In general, if there are no accommodations to be made, and/or the employee cannot perform the essential functions of …