Still Need Coffee
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We recently had a payroll audit and were asked this same question. All our documentation on approvals is pretty much done via e-mail, so the auditor ended up asking one of us to sit at a computer and pull emails where people approved a hire/salary. …
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We also require use of all paid leave concurrent with FMLA time. Like Nae said, this helps as avoid situations where someone is out more than 12 weeks per year.
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Without knowing the specifics of the counseling, I'd say that the important thing is to make sure any counseling is based on job performance, and not medical issues or problems at home. If you feel this person may qualify for protection under the F…
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We don't update ours very often, but we do have a dress code policy in the employee handbook. We have a "jeans professional" office, which basically means uber casual, but not a slob. Our remedy for those who are a little too slovenly is that after …
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Congrats on your first post! Welcome to the forum! :welcome: I did a quick search and it appears as though South Carolina may have a statute prohibiting adverse action based on smoking status. I'd check and make sure the reg is still current, thoug…
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We allow it, but we also require employees who use their own iPads, phones, etc to sign an agreement allowing us to remotely wipe the memory of those devices if the employee is involuntarily terminated or the device gets lost. For employees who volu…
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Your first post - congrats and welcome! I'm think I would need a little more information. Are you are referring to a situation like this? "Christmas fell on a Sunday so the company observed a Christmas holiday on Monday. Employees in question worke…
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Thanks Sharon!
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I would do the same as Joannie.
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I haven't heard anything yet. I've been waiting for the DOL to revise the forms to include some GINA-compliant language, rather than me revise my own
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I've always used an average rate - divide total comp received throughout the workweek by the total number of hours worked. For example, if someone works 30 hours at $10 per hour and 15 hours at $15 per hour, total comp is $300 + $225 = $525. The "…
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Nope, you had it right - your profile title. I don't have that option in my User CP. Oh well!
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Did the title functionality go away? Sorry to revive an old thread...
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Well, if the taxpayers are helping to pay for the salaries, I'd bet they would rather fund the pockets of someone local, with local ideas, values, etc., than an outsider. But then again, I'm from Chicago.....we have no room to talk here in the Windy…
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You know, you should make hrhero participation a condition of employment with all prospective employers. O:)
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Here's our policy. Now that I look at it, it's probably time to update! 330 Gifts and Favors Effective Date: 1/1/2009 No employee shall solicit or accept for personal use, or for the use of others, any gift, favor, loan, gratuity, reward, promise …
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We also utilize PTO, but we have close to 200 employees so our scale may be off. I previously worked for a company with around 150 employees, and everyone, regardless of years of service, received 8 days PTO per year. Period. It was rough! Here's w…
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This is a tough situation, but in the end, it is not up to each and every employer to act as an extension of the police department. For me, the bigger issue would be whether this employee exhibits the same sort of behavior at work.
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Congrats on your first post! I haven't seen anything come through yet on the amendment - I'll have to do some research!
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Good luck, Cheryl! Thanks for all your contibutions on the forum!
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Your first post! Welcome to the forum! As far as your question goes, the answer is most likely nothing. First off, this is secondhand information, and unless the employee themselves discloses their illness, you really can't take that information …
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We used to do smoker/non-smoker rates, but now we do our rates based on participation in the wellness program, a component of which is smoking status. At a prior employer I worked for, we restricted smoking to off company grounds, which meant smoker…
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I agree with Joannie - let them know it was overheard, and given them the opportunity to clear the air and get things out in the open, as well as a reminder that future behavior like this could have consequences.
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Agree with the others - I don't think this is an FMLA issue, I'd treat as unpaid leave. Plus, I guess if you want to get technical she wasn't actively caring for her husband during this time - the doctors were!
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Sharon put it very well - there are many reasons someon may not want the flu shot, and you probably don't want to make it mandatory unless required due to the position.
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I would check with the administrator of your FSA and HSA programs. For both of ours, the plan docs state that if a new election isn't made, the election from the previous year will be used again.
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I definitely support this....I think a parent losing a child is a very specific circumstance that warrants more than 3-5 days bereavement leave, and this proposed bill would definitely eliminate the need for some of those difficult conversations at …
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I wouldn't go down that road. If you are concerned about what they are saying to each other, perhaps separating them would be the best bet.
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I can't believe I just now saw this! I've been pretty out of pocket as we've been going through a payroll/HRIS transition. Aside from it being my absolute favorite beverage, any time of the day, I actually do drink mine with milk and sugar, so I gue…
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Ours is similary to Cheryl - depending on the relation, they get anywhere from 3 to 5 days, and the policy reads "up to" instead of just giving the block of time. Employees also must provide some sort of substantiation such as an obit, handout from …