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We use SuccessFactors. It's a great program in theory - you can use it for reviews, goal management, etc, but it is EXTREMELY cumbersone and slow. It is not very intuitive, and adminstration portal isn't the most user friendly. We are not going t…
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I believe you can have two different sets of rules as long as they are based on some sort of non-discriminatory characteristic, in your case, exempt and non-exempt classes. (In other words, you couldn't use male and female, or under and over 40, as…
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What a horrible situation! In IL, you have to abide by the Illinois Wage Payment and Collection Act, and absent express permission (wage withholding agreement, policy stating amount of theft will come from final paycheck), you probably should have …
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For our non-exempts, we allow them to "make up" up to 4 hrs per week. PTO is used for any hours above and beyond that.
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Hello and welcome to the forum! Without knowing specifics about your state or organization, I would suggest that you pay schedule be whatever is stated in your policies. Some states like Texas have a payday law where pay dates must be posted for …
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Nae said it very well - this is exactly how I'd treat the FMLA and non-FMLA situation.
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HR does it here - I ask employees to alert me when time is used (especially for intermittent leave), and supervisors sign off on the time. Depending on the situation, sometime it is the supervisor who alerts me FMLA has been used.
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Take the child support question away for one moment - would you normally allow him to make changes to his W-4s? If so, then I'd allow it.
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We use HireRight.
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Don't know if this answers your question or not, but yes, FMLA status should remain confidential except to those who need that information (such as, the employee's supervisor). I believe FMLA status is considered PHI under HIPAA, therefore you need…
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I just got an e-mail for an HR Hero audio conference talking about "Tweeting and Facing at work." Is Facing a new term I haven't heard of? What happened to Facebooking? I feel so behind the times.
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I believe the faxed copies are permissible, as are electronic copies.
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As DavidS said, make sure you check your state laws. As for our practices, if physicians charge a fee, those fees are paid by the employee. Obviously, if the employer asks for a 2nd opinion, those fees would be paid by the employer. Hope that hel…
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Thanks guys - unfortunately, I just spoke with our attorney, who advised against this sort of action, as it could be perceived as retaliatory for filing the EEOC charge. I guess I'm stuck with the poor employee for now.
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Do you outsource payroll? If so, ask them - they always help me find out about reciprocal agreements. Normally reciprocal agreements are between bordering states, but I guess you never know!
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I am so glad there aren't Wal-Mart's in Chicago proper (there may be one on the outskirts of town where no one who values life or limb would go). Coming from the South, it was a welcome change. Paul, I share your ire.
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I agree with Frank - while it's not necessary for you to pay for it, you need to outline exactly what your requirements are in the job description or job posting, then follow your precedent.
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I once had an employee we certified for both FMLA and ADA for vertigo. Like the other posters have said, focus on the facts (# of doctors visits, ability to do job, etc), not the diagnosis.
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The recession has definitely changed my opinion on this topic. I have close friends who are highly qualifed, dedicated workers out of work due to layoffs, and I know that it's not their fault, they were simply the ones with the least amount of seni…
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Well, if you do not have an accommodation, then there is no discrimination. The ADA only requires you to provide a disabled employee with accommodation IF it does not place an undue burden on the employer, and IF that accommodation allows the emplo…
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I think that's a very interesting question, and as far as HR goes, I would have to say that I definitely see a declining lack of civility in one area of our operations where we have a problem with an overriding "entitlement culture." I do think tha…
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Oh, the joys of working for someone who's never had HR under them. I do not envy you! Just mention Title VII, Pregnancy Discrimination Act, & FMLA....you are simply complying with them. I would also mention that the laws are designed so that …
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Hi Sandy, and welcome to the forum! Is your company subject to FMLA laws? If so, I would begin by starting that process in accordance with your FML policies. If not, I would open dialogue with the employee, and talk about anticipated leave dates,…
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Does the employee qualify for FMLA? Assuming he does, without knowing the specifics of everything, I would probably run the 2 concurrently. The days he is out would count as FMLA, even if he's being paid for administrative leave. While the admini…
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Because they might use a lead needle?
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I'm assuming from the title of your post that this is someone who either just came back from FMLA or is on intermittent FMLA??? If you already have a FMLA RTW notice from the physician that doesn't indicate any restrictions, you should be covered, …
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I've always had great success with STD plans, and so far, our employees haven't complained about service or speediness of the checks. Ours is wholly paid by the employee on a post-tax basis, so it can be dropped/added at any time. We include a 3 m…
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Only if I get to play lead.:D
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We also have staff that perform electronic processing. We allow them to listen to iPods/radios/etc at their desk as long as headphones are used. As other posters have commented, we have no way of controlling what they are listening to, so instead …
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I must say, when summer hits I have never been so happy to move out of Texas! Chicago is having a really mild summer, which is just fine by me. We've had a couple days in the 90s, otherwise it stays in the 70s - 80s. Perhaps that means we'll have…