Still Need Coffee
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Hi Mary, we provide this information electronically, by posting the required information on our company intranet, posting electronic announcements that the info is there, and also sending a company-wide email with the same. Easy, no muss, no fuss. …
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If you're up for renewal soon, another idea (if you're not already doing it) is to introduce some sort of HDHP with HSA or HRA. We have found that consumers are much more careful with their claims (and health) on the HDHP plans, as they have much mo…
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plhepner, in the example you provide about Mr. Smith, rather than having him go back to the pawn shop to get a form, I would just call Mr. Smith (or walk over to him) and state, "hey, ABC Company just called me asking for a verification of employmen…
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Well said, Frank. As long as you don't have any standing agreements governing terms of conditional employment (union contracts, CBAs, etc), it is fine to make employment conditional on attaining certain objectives as long as those objectives (compl…
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What about something like "must have access to readily available transportation, either private or public, as directed?"
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Without knowing who your supervisory committee is and what their relationship is to employees, I really can't say. Could you provide more information, or describe the situation you think might be going on?
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It's not law, but it's good business practice to require consent of the employee to release their own personal information. I've worked at companies that take this to different levels - some places I've worked will provide no information....at all..…
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Welcome, afreitag, and congrats on your first post! I don't know the answer to this myself, but my first stop to research it would be the OFCCP. Hopefully it's easy research! [url]http://www.dol.gov/ofccp/[/url]
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We give a bonus for certain certifications. It's nominal, $1,000, but appreciated by the employees. In some circumstances a certification or degree could result in an increase (CPA, PMP, PHR) but those are on a case by case basis.
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Frank's right, ADP does an awesome job on background checks. It's the one thing I miss from them!
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You definitely get what you pay for, but in general I think a lot of companies will work with you to develop packages based on your own unique needs. Sometimes building up an ala carte package will be just the ticket. Also, check with your payroll p…
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Absolutely! It's coming your way...
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For this, you need to look at your Section 125 plan documents (also called POP - premium only plan - or cafeteria plan). The plan docs should say whether COBRA premiums can be included as a pre-tax benefit. If you don't administer your Section 125 p…
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I would also say it depends on the severity of the injury - if it didn't require anything beyond basic first aid, I'd say it's probably not WC.
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So, how'd it go?
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I agree with the others. We have actually certified depression as being FMLA qualifying in a few instances. When in doubt, do the paperwork.
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Nasty situation! Out of curiosity, what does your work comp policy state about the employee's duties while out due to a work comp injury? To me it seems the core question is not whether he qualifies for FMLA, but whether he's following your company…
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I just read this, and I must say, for a moment my jaw dropped when I saw the D-Word! Whew!
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I agree with sonny and allenna - if you really are close to the person, there's nothing wrong with a personal note to go along with the paperwork. Or, if you're in communication with the employee, explain you have paperwork to be completed, and offe…
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Happy Birthday!!!!!
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Oh, this is a fun one, and a good exercise in defining your hiring philosophy! What are the less obvious reasons you reject candidates? - For us, it's culture fit. We have such a strong culture at our company that if someone isn't going to fit in,…
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What? Paul has birthdays? I thought he was ageless, kind of like stone or nougat (I never quite did understand nougat...)!
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This would purely be the company's decision. As sonny mentioned, just make sure you apply it uniformly. At our company, we give employees a "floating holiday" to be used on their birthday. They can use it on the day of or a day near (if birthday fa…
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Unless there was an overnight stay or the incident required continuing treatment, I would not consider this FMLA, or even start the paperwork, it would simply fall under our usual unscheduled absence policy. That being said, you asked what we would…
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The main thing when it comes to background checks is to make sure that if you're requesting something specific like a credit check, that you have a legitimate business reason for doing so. In the scenario you describe, I would say that access to a …
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You always have the option of granting more than the 12 weeks required by law, and you can designate that time as having the same protections as FMLA, or as having the same restrictions/benefits of regular time off - it's your company's decision. Bu…
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Of course it's with cream and sugar! Like I told my employees earlier today, people in HR take their coffee with cream and sugar because we are [I]just [/I]sweet enough to cut through all the bitterness we encounter!
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I agree with Nae. Whenever I'm unsure whether something is a claim, I will fill out a first report of injury and send it to my carrier, then let them decide whether or not we are liable for WC.
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Our max carryover equals the annual cap. Here's what our policy says: [B]Can I carry over unused PTO from one year to the next? [/B]You bet! Currently, regular employees can carry over all their hours from one year to the next. However, depending o…
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Same here - all FMLA absences run alongside PTO.