TXHRGuy
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[quote user="cappy"]TX I read the link. It provided some insightful information. I am on record in a couple of different places as being on board for being as accommodating to this issue as possible. In fact I can't find a reason not to. I know arg…
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[quote user="4429354"] Nebraska - Does not have any specific laws. We are certainly accomdating pumping requests, but I'm just wondering if the time spent, outside of regular breaks, can be counted towards their annual FML entitlement. [/quote] h…
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[quote user="californian"]what state are you in? Many states have their own laws re: pumping breastmilk and breastfeeding.[/quote] Californian is right on -- there are a lot of states with special rules on this. As a topic for debate, I bet I could …
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She's entitled to unemployment from the date of her layoff. However, if the unemployment insurance administrators want her to show that she's been conducting a job search, her benefits eligibility could be at risk because she thought she was employ…
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Normally I would just tell the sup that Mr. Smith will be absent due to a medical issue he must deal with. I wouldn't say "medical complications with his wife" or in any way interefere with Mr. Smith's ability to control who knows what since there …
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20 years ago. Microsoft received 8.000 applications per month. Who wants to pay for 7.950 postcards? The larger the company, the more like you won't hear anything.
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I agree ith everything allenda said. Additionally, if someone leaves 2 hours early on Friday but then comes in on Saturday, you do not have to count those 2 hours paid (but not worked) from Friday as "worked time" for overtime consideration. That…
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[quote user="gi_janearng"]For awhile now I've read debate on employee files being maintained by managers other than what is already the "official" records kept in the HR office and how it could possibly be an issue from a legal standpoint. I know f…
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[quote user="gi_janearng"]For awhile now I've read debate on employee files being maintained by managers other than what is already the "official" records kept in the HR office and how it could possibly be an issue from a legal standpoint. I know f…
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Something strange has happened with the timing of the posting of replies. Your explanation 2 or 3 posts up was perfectly clear. Weird. In any case, you are making a point about process, not about about decision criteria, and it makes sense to …
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[quote user="cappy"]For the sake of the reasoning behind the three day threshold (so that every absence does not have to take up administrative time) we have changed our standard to 5 consecutive days absent before we begin FML. [/quote] Perhaps I d…
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[quote user="cappy"]I would not handle either as FML. Even with the prescription neither met the three day threshold. FML has the time qualifier so that every small absence would not become a worrisome factor. There has to be an illness plus the ti…
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[quote user="4429354"]The situation was just the flu. We've actually had 2 employees in the same week have this scenario. One paperwork said 2-3 days and another said 3-5 days. The first employee only missed 1 day and the second employee missed 2 da…
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[quote user="lydmetoo"] Any period of absence to receive multiple treatments by a healthcare provide for a condition that would likely result in a period incapacity of more than 3 consecutive, full days if untreated, such as for cancer (chemotherap…
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Prescription medication is an ongoing regimen of treatment.
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Code of conduct can also be applied if you have one.
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[quote user="hrlady1"] Can anyone tell me if these should be filed in the main personnel file for the employee or in the medical file? Or should there be a separate FMLA file? Thanks, [/quote] ADA specifically prohibits storing medical informati…
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[quote user="gi_janearng"]Good question. I've never seen that brought up. I've had people tell me that they've posted notice for volunteers; I've read elsewhere about involving all employees which I'm balking at because of the fact we're not in a …
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[quote user="gi_janearng"]I work for an agribusiness-related company. Our safety program is pretty much non-existant since they've been without a dedicated HR professional. After meeting with our Loss Control Specialist, I've become a little more …
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If a person requests vacation time beyond what they have acrued and your policy does not allow them to go into the negative, they can have unpaid leave in increments of full days. About two years ago, counsel advised not to pay out partial days eve…
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[quote user="CarolL1999"] Just when I need a quick answer I can't find the guidelines for deducting unpaid vacation time off from exempt employees. Can someone help? We have a policy that we don't allow folks to take paid vacation time beyond wha…
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Preamble paragraph about having a policy on tattoos that differs according to the context of each employee's type of work, with a specific eye on their contact with the public, clients, and clients' customers. The following policy on tattoos and …
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If you used objective, business driven criteria for making your layoff decisions, then you should have no concerns. If you used the salad bar approach and laid off a little of this, a little of that, so that there is no formula that you can map to …
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He would have to claim exempt on his W-4 or convert to contractor status through his other corporation, which then becomes his tax problem and not yours. He's an employee. Everything you pay him for work performance must go through payroll.
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Not only do I think you should not contest this, I think you should go out of your way to ensure that this retiree has no reason to get really upset with the company for at least 2 or 3 years. When the manager says "you can stay as long as you like"…
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[quote user="CarolL1999"] Interesting comments from you all, and shows why the matter of visual observation was driving my staff nuts. I consulted with my affirmative action plan consultant, and he sent me a memo from the OFCCP that says visual ob…
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[quote user="Speediware"]The visual identification has very little to do with how we "see" people and discrimination but has more to do with having an accurate data set for performing adverse impact analysis and making sure your recruiting efforts a…
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Much of race discrimination is actually based on perceived race, not claimed race or actual race. Therefore, the EEOC is interested in ER's perspective on race if EE refuses to provide it.
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I think you should check with your attorney and respond according to his or her advice.
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[quote user="mikeerdas"] New hires sometimes have pre-planned vacations, reserved while with their former employers. Vacations they've already paid for perhaps, e.g. non-refundable airfare, deposits, etc. If a new hire asks to put unpaid leave for …