Still Need Coffee
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I agree with the others - if you feel you must make announcement, less is more from a company protection standpoint.
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Congrats on your first post, audmor! Are you referring to career pathing? I'm not familiar with the term career ladder.
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I can't believe I'm saying this, but to some extent I see department store's point. If you've ever walked through the make-up section of a department store, the employees are all made up with the make-up of the brand they are trying to sell, much li…
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Aw, I miss the Truckee River! Used to live out there - beautiful country!
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[QUOTE=SpartanFan;722584]Let me put Frank's question another way- What if this employee,(or any other employe for that matter) decided he wanted to announce what type of sexual experience he enjoyed over the past weekend? Would this type of "announc…
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Welcome to the forum! If you are asking for FMLA purposes, then yes, as the other posters said, they'd be covered. Other than that, I think your answer depends on the reason you're asking - is there a specific situation you're dealing with?
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We reimburse job-related professional development expenses only, including books, test fees, and classes. Employees get $1200 per year to spend, and must get at least a "B" grade (or pass, if pass/fail) to receive reimbursement.
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If it were my employees, then yes, I would fire them both. But I think cnghr has a point that the ultimate decision on the termination of the supervisor would have to be based on input from his/her supervisor.
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Frank, I definitely see your point, and I think there's some legitimate merit to it, but I will also say that the training I received while studying for my PHR (no, I'm not as cool as you SPHR guys), and the ongoing training I have to do to keep my …
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You are correct, assuming you've gone through the interactive process. Just be sure you document everything!
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I believe you are correct. Spouse is defined as (according to [URL="http://www.opm.gov/oca/fmla/"]this[/URL]): Spouse. The definition of "spouse" has been revised to comply with the definition of "spouse" in the Defense of Marriage Act (Public Law …
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Actually, our problem is 100% men. And not just 2 men - two whole departments made up of men.
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I agree with Joannie. It's up to you as the employer to ensure that all your employees are legally permitted to work in the US, and if they fail to provide that documentation, then they cannot work for you.
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We have this exact situation happening at our company. As to the answer to it....at this point, that IS the million dollar question. It's something we are working on every day. I don't know that I agree or disagree with Dan's answer to this situatio…
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I'm guessing your officers are non-exempt? Since the weapons check is something they are required to do as part of their job, my guess is that it would be compensable, similar to the donning/doffing regulations, but I would probably need more info …
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I would advocate waiving the documentation requirement as well, as you have enough info to reasonably make a decision.
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=D> Oh - and congrats on your first post! Welcome to the Forum!
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Perhaps I need a little more info - the way I read your post, the people you're asking about are unpaid volunteers. If that is the case, the exempt/non-exempt issue really doesn't apply, as no wages are being paid necessitating overtime calculations…
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I agree with Nae. As far as the FMLA serious medical condition clause goes, it qualifies.
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I think this whole thing is ridiculous. What's to prohibit an employee from "clocking in" on their DOL app while stuck in traffic, then stating on their real employer timesheet that they forgot to clock in, hence the difference in the two times? I …
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What do your policies say in regards to doctor's notes? With ours, we leave it open, stating that we reserve the right to request a fitness for duty note from the physician, especially if the issue is something that could result in harm to the emplo…
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I would probably treat it similarly to contracting with an employment agency - develop a fee structure for "converting" contractors to full time hires, processes for coordinating the info with the contracting agency, etc. Otherwise, if you want to …
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We currently use Fidelity as our administrator, and I have to say I'm extremely pleased with them. The enrollment process is very easy for our employees, the administrative side is a piece of cake, and all in all they work very well with our payroll…
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It's early in the morning and I'm not quite awake, but my answer is that they aren't eligible for 2 reasons. First, the DOL does state that time off (paid or unpaid) doesn't count towards the 1,250 hrs worked requirement. here's the excerpt from th…
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I don't have an absolute answer on this one (never even heard of the form!), but until you get a clear answer, I would retain that form for the same duration as the regular employee files, or if USERRA has longer retention guidelines, for as long as…
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VICTORY!!!!!!!!!! Well, kind of. The judge basically dismissed one of the claims then "highly suggested" we settle the other, as our side would more than likely win, but the costs of going through the whole process (and appeal) would be through the …
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Here's my take on it - Unless that employee herself has a serious medical condition which causes her to oversleep (narcolepsy, maybe??), it would not be covered, as the FMLA is to take time off to care for the child, not to sleep.
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I paid $3.94 yesterday - took over $50 to fill up a MINI Cooper. This is BS.:mad:
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My April Fool's joke was a "revamped" version of our company newsletter. It's actually one of the better ones I've done. I tried attaching it but it's too big. If you want to take a look send me your e-mail. Paul, I love the video!
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I just looked around their website....I feel a little sick.