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WO
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  • HRinGA, I too would like to ditch the sick/vacation for PTO. Question: How did you convert from the culture of sick leave to PTO? What did you do with sick leave banks? Did employees complain of "taking"?
    in Leave for Parents Comment by WO August 2005
  • Instead of expanding sick leave policy; why not convert to a PTO plan. A PTO will allow paid time off for a parent if an employee so chooses and the employer does not have to worry about monitoring. By adding this parental leave ability it might h…
    in Leave for Parents Comment by WO August 2005
  • Oh so an easy win vs a bothersome investigaton, I hadn't thought of it in that light Don. Good point. My thought was the policy is clear, the employer gets to designate FMLA, the employer is allowed to designate running FMLA concurrently with pa…
    in grievance procedure- Non union employer Comment by WO April 2005
  • Anne, I also work for a non-union public employer. Would you please send me a copy of your grievance policy. Does it define what is and is not eligible for grievance? For instance I have an employee who wants to grieve our method of FMLA impl…
    in grievance procedure- Non union employer Comment by WO April 2005
  • AJ, could you send me one of those too. [email]loriw@co.klickitat.wa.us[/email] 509 773 5139 - Fax
    in Hiring Procedures Policy? Comment by WO March 2005
  • Our current policy states no smoking in buildings, facilities or vehicles. We of course have the smoking group right outside the door that results in complaints from the non-smokers. Our Board will not finance a smoking structure or covered area…
    in No Smoking in the Building but... Comment by WO March 2005
  • I agree with Balloonman. This has gone too far. I had a recent experience wherein the supervisor told the returning new mother (post FMLA) that she could bring the baby to work for the next three months until day care was available at 6 months o…
    in Leaving work to breastfeed Comment by WO March 2005
  • I am happy to see so many have a PTO program in place vs vacation/sick leave. I very much want to move our employees to a PTO program. The conversion from sick/vacation to PTO is holding me up. We have many long term employees with large sick l…
    in Employee won't take PTO Comment by WO January 2005
  • We do not have a PTO program. We have a formal policy wherein employees may choose to donate vacation only when specific needs are established. I would never recommend that employees were able to donate sick leave. Sick leave is available for use…
    in Donation of PTO Comment by WO October 2004
  • We do have an "Alternative Work Schedule" form that a requesting employee completes. Must be approved by the department director and the HR director before approval from the Board. The form stipulates that not all positions are eligible for an alt…
    in Flexible Sched Comment by WO October 2004
  • I did get a little windy on this one didn't I? Thanks for confirming my thoughts with your quick responses.
    in Refuses Weekend Work Comment by WO August 2004
  • I'm with Rockie, perfect example of why we should be moving away from sick leave to PTO. Let's start a national trend! I was faced with a similar situation wherein an employee's spouse elected the popular laser eye surgery but was traveling to Can…
    in Plastic Surgery Comment by WO April 2004
  • My company is not a small financial organization so not a good comparable for you. However I will offer one recommendation if you are considering changes to your paid leave policies. Create a personal time off policy vs vacation/sick leave policie…
    in Personal days and holidays Comment by WO February 2004
  • This public employer requires: "...employee must be on pay status on the scheduled work day immediately preceding and immediately following the holiday." We follow the above in FMLA and any leave cases.
    in Speaking of Holiday Pay.... Comment by WO December 2003
  • Eddice: Could you also fax me a copy of your new attendance policy/chart. 509-493-1297 thanks
    in NEED suggestions QUICK Comment by WO November 2003
  • I have attended performance evaluations upon requestby supervisors. I have not hesitated to attend. I observe and only offer comment to clarify or explain a policy. It usually tends to mellow out what could be a confrontational discussion.
    in HR Requested to Sit in On Evaluation?? Comment by WO March 2002
  • Our agency does not accept unsolicited resumes. I use the retention period of one year for advertised postions and the interview documentation.
    in Applications Comment by WO May 2001
  • Our supervisors are evaluated by their supervisors. Sometimes that means the Board of County Commissioners. We use a form for FLSA exempt management employees. Our policy says a satisfactory evaluation must be submitted prior to a pay increase.
    in Evaluations for Supervisors Comment by WO April 2001
  • This is news to me. Anyone know what the reasoning is behind this?
    in Employee Files Comment by WO April 2001
  • I would very much appreciate a copy of your attendance policy. My e-mail address is [email]loriw@co.klickitat.wa.us[/email]
    in Absence Policies Comment by WO April 2001
  • This public employer contracts with a third party administrator. They provide legal compliance, testing, training, record-keeping, chain of custody, etc. all according to the regs. The costs are reasonable. They also provide a layer between the empl…
    in Random drug testing of public employees Comment by WO April 2001
  • As a public employer in Washington we allow employees(donors) to donate vacation to an employee(recepients)for use as sick leave. Certain criteria must be met such as the recepient must have exhausted all eligible leave and demonstrate that the phys…
    in Employees donating paid time off Comment by WO April 2001