Yahoo
About
- Username
- Yahoo
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Thanks to you all for your help!
-
Thank you, MWild. I certainly hope I can stick around as well. I don't start my new job until Monday, so I'm not sure what I'll have to spend on subscriptions. Although I will be doing everything in my power to get another subscription, I would…
-
The change will more than likely cause me to drop. I'm very disappointed in this - I'm moving to be a one-man HR for a small company & was frankly comforted by the fact that I had forum friends standing by to help with any crisis. I came to …
-
We use a system similar to the one you've proposed. One difference - we pay out half of the referral after 30 days, the second half after one year. The referring employee must be currently employed by us in order to receive the referral bonus.
-
We pay one month of "parental leave" to the primary caregiver or one week of parental leave to the secondary. This is on top of STD & runs concurrent with FMLA.
-
In my experience, the 2 week extension for C-sections is a thing of the past. In a year and a half of administering the leaves at my co., I have yet to have a physician require/request an 8-week leave, nor would my disability provider allow it (wit…
-
I don't know what industry you're in, but if this person could perform all but one specific duty or you could place them elsewhere (say filing?) - why wouldn't you let them work?
-
Our STD provider won't allow someone to go on disability if they're able to work - in this case a "workable" light-duty situation. If you can easily work around the restriction, why wouldn't you want to?
-
Ray A is right. In many states, letting the ee go & not paying for the notice period is considered a "constructive discharge" and you would then potentially be liable for UI. You'd just have to decide which was best - UI or 4 weeks pay/benefit…
-
Great! Thanks again!
-
I have a list of states as long as my arm, unfortunately!!! Actually, I think I may have found what I was looking for. Thanks, though!!!
-
That's fine. Thanks again for all of your help! I knew my fellow Forumites could enlighten me!
-
That would be great! Thanks!
-
We operate in multiple states & I was hoping for a one-stop resource. Those DOL websites make me go cross-eyed. 8-} Thanks!
-
There is a "tummy-tuck" type of procedure that requires 6-8 weeks of recovery - gastric reduction. For those not familiar with the procedure, the doctor literally staples most of your stomach shut, so you get full with less food. This surgery is g…
-
No worries, Paul. Happens to the best of us!!!
-
Next game - I'll drink a toast to your Dad.....a fellow Royals fan, surely looking down on his favorite team!
-
Can't be 1985 - the Royals won the AL West and the World Series that year!!! Royals fans - you know what I mean when I say................I BELIEVE!!!
-
Sure you can! I was in a car accident that kept me out of work for several days. I had vacation time that I took, but the insurance company still reimbursed me for "lost wages". If not for the accident, I would have been at work and would not hav…
-
I think this opens the door for employees who need to go to jail to just get doctor's notes to cover their absence while they are in jail. I'm curious - do you often have employees in jail? What industry are you in?
-
I knew current use wasn't covered (thank goodness!), but wasn't sure where rehab fit in...
-
Aren't recovering addicts protected by the ADA? Would the same apply to recovering alcoholics?
-
I try to avoid our internet usage policy, considering how much time I spend in the Forum!! x;-)
-
Non-exempt: At time of hire: 19 days After 5 years: 24 days After 10 years: 29 days Exempt: At time of hire: 24 days After 5 years: 29 days New hires receive a pro-rated amount of PTO based on when they join.....I'm lucky …
-
I stand corrected. Thank you.
-
That's great, but refers only to an "employee", not a "former employee". I'll admit to not knowing the ins & outs of Illinois law, but I would not allow the inspection & would make the former employee's lawyer subpoena me.
-
Our package was very generous - a month of severance & COBRA coverage for each year of service w/ a minimum of 3 months, maximum of 12. When we started the RIFs we had 3,000 employees & are in the financial industry. Hope this helps!