Still Need Coffee
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Some more words of wisdom... - If you say you're going to do something, do it. Employees have long memories and can be quick to hold grudges. - A mistake many companies make is to implement things that managers think will improve morale, without ev…
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I agree with Nae - you can, technically, require an exempt employee to work whenever you want, but you need to carefully balance that with employee burn-out, morale issues, and other employee considerations.
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I think it's all about striking a balance. We have employees who work from home all week, and some who only work from home a portion of the week, depending on the needs of their jobs. Certain positions do not require collaboration with others, and f…
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I agree with the others - a trust account is probably the best way to go, but in any event you need to call your lawyer.
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We give employees option of using PTO or going unpaid for emergency closings, but as of yet, we've never closed for weather, even during massive snowstorms. The joys of working in a city with great public transit.
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Here's my take on it. Depression and anxiety are undoubtedly serious things, but a key provision of the ADA is that if someone does suffer from a disability, employers must only provide [I]reasonable accommodation.[/I] Providing feedback and going t…
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I can't think of any that really stand out, as Microsoft office skills were needed just as much then as they are now. One thing that has developed from an HR perspective is skilled experience in Applicant Tracking Systems...I don't feel like these w…
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[QUOTE=rnadeau;724865]My understanding is that a qualifying event is one that causes an employee to lose coverage and trigger COBRA. I don't believe an employee having other, less expensive insurance available would be a qualifying event under the …
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Welcome to the forum! I'm not a NJ employer, but perhaps you could be a little more specific as to the input you're trying to solicit?
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Yeah, it's pretty quark-y. See what I did there? ::pb&J::
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I agree with the others - you can't withhold pay, but you can address the issue via your disciplinary policy. In the past, we have put this type of thing under our "timekeeping procedures" section of the handbook. Good luck!
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Becoming eligible for other insurance (state insurance, spouses plan, etc) IS a qualifying event under our plan, regardless of if that insurance is more or less expensive. First I would check your plan docs, but generally, this is a qualifying event.
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After sifting through hundreds or sometimes thousands of resumes for a position, I do appreciate when a candidate does something to stand out. But more often than not, a super-long cover letter makes me skip right over it. I like the idea of a Top …
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Ours is almost idential to Dutch2's
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Same here. Before we had a time & attendance program, however, we had an email template and a special PTO email address that employees would submit PTO requests through. it was a terrible process. A time & attendance program is much easier!
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Mine seems to be working fine....strange!
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Is she classified as exempt or non-exempt in terms of her job duties?
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Welcome and congrats on your first post! In general, while it's nice when your employees give you some notice, you are not required to accept the notice - you can say, "thanks but we don't need you to work out your notice, your separation date will…
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Same here - if this is legit she will have the paperwork, then I'd proceed as with any other FMLA case.
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I seem to be seeing several "scam" people on the forum lately....what gives?
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I would calculate the 12-week return to work date as 12/24, if leave began on 10/1.
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I agree with Nae, this is a lawsuit waiting to happen. Would you consider developing a voluntary retirement program, where you provide them with some sort of incentive for early retirement? Maybe 1 year of subsidized medical coverage?
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Sorry, can't help on this one, but welcome and congrats on your first post!
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I agree with cnghr. You need to be participating in a qualified HSA plan to do the pre-tax contributions.
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This just proves the importance of good grammar!
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I LOVE this! I don't trust anyone who doesn't love college football. Now that I live in Chicago, fall sure makes me miss the South!
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FunHRBanker nailed it. You can definitely request confirmation on the documents you receive from your employee. As for the STD situation, you did the right thing by forwarding to the carrier, then letting them hash it out.
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Never had any experience with JJ Keller, but it sounds like an interesting idea. I would just make sure that the training suffices for any legal requirements, and that it is updated regularly.
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Yep, everything looks good! Thanks guys!
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Mine is doing the same thing. Whenever I click into a category, the most recent (unread) items are not at the top, I have to click the "last post" header to sort by most recent post first. What's going on!!!???