atrimble
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Maybe it was guilt. Employee wouldn't have to go to physical therapy if s/he wasn't injured on the job. As the safety director, I take the duties maybe too literally: if an employee gets hurt on the job, I'm apparently not doing my job. This atti…
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For post-injury follow up visits and physical therapy treatments, we pay as if the employee were at work. No deduction from sick leave, no submission for wage replacement benefits from work comp. If we suspect the employee is extending the time aw…
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Hey, that's what we're here for, right? And, come on - I didn't really expect a positive response to a whole post thread on SAVE... x;-)
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I recently contacted our state Department of Labor and Industrial Relations. Missouri has a diversity training program in place that includes race, age, gender, and all the other protected categories, and they're willing to tailor the training to t…
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I have the same question. I mean, it's my understanding that prospective employees have 48 hours (or some similar small amount of time) to produce the required documentation or they're considered to never have become employees. I make the job offe…
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That makes sense. You hire with good intent, then suspend on a bad SAVE return. So how long does it typically take between hiring and getting the initial documentation to getting the verification/non-match info from SAVE? I think I remember you s…
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That's why we have the FMLA "mirror" policy in place. If the employee wants to use sick leave, then they can have the doctor treating the parent complete the FMLA paperwork and certify that our employee is the person that needs the time off work to…
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Our sick leave usually applies to employees' illnesses only. If employees want to take time off to run kids or friends or parents to the doctor or stay home and tend to sniffles, they would usually use annual leave. However, we recently modified…
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I can see where this vendor could have used the prize as a tool to influence people at the seminar and those who didn't attend. I'd think the huge prize offering was supposed to be incentive to purchase this vendor's products over another vendor's.…
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If you click on the Search button at the top of any hrhero.com page, you'll get this: Search There are four ways to search HRhero.com, depending on what you're looking for. The first method, which is our biggest, most powerful search engine, is av…
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DITTO!
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[font size="1" color="#FF0000"]LAST EDITED ON 08-12-05 AT 02:16PM (CST)[/font][br][br]We have the driver license requirement for almost all our employees, because any one of us may need to "drive in the performance of duties" or be permitted to use …
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I just sent all our supervisors a copy of DoL FLSA Fact Sheets #23 & 22 with my comments (interpretation and application) inserted because I discovered that several supervisors allow employees to work off the clock, whether it's coming in early,…
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Guess my comprehension is still being affected by last night's Bud Lights... 8-} Actually, I remember when I first discovered these. Took me about three readings and cross referencing with other Fact Sheets before it started to sink in, and I sti…
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The Department of Labor has several Fact Sheets that discuss the different aspects of FLSA, including test for exempt status. This Fact Sheet can be found at [url]http://www.dol.gov/esa/regs/compliance/whd/fairpay/fs17a_overview.htm[/url] and other…
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Here's an excerpt from DoL Fact Sheet #17: Exemption for Executive, Administrative, Professional, & Outside Sales Employees Under the Fair Labor Standards Act (FLSA): Administrative Exemption Applicable to employees who perform office or non-ma…
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We've got 100% participation of employees who are eligible to participate - but of course we mandate participation as a condition of employment. We've run this through attorneys and financial experts and they all say it's legal, though it seems a b…
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Here's Missouri's statutes on Jury Service and employment: 494.460. 1. An employer shall not terminate, discipline, threaten or take adverse actions against an employee on account of that employee's receipt of or response to a jury summons. 2. An…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-14-05 AT 08:47AM (CST)[/font][br][br]length of orientation period? 6 months for both non-exempt and exempt (evaluate every 2 months for 3 early evals). We call it "Intensive Evaluation Period" instea…
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#-o x:D
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I believe I replied "Preventive," but I seriously considered "Other" in that I've regularly run across situations that qualify for FMLA protection under more than one category. Imagine an employee who has a seizure 5 months into a pregnancy(Cat.3…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-06-05 AT 01:38PM (CST)[/font][br][br]0-5 yrs: 10 days or 80 hours accrual/yr, Max Accrual: 20 days or 160 hours 5-10 yrs: 12.5 days or 100 hours accrual/yr, Max Accrual: 25 days or 200 hours 10-15 yrs…
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I don't know that "not contagious" documentation would do much good... This weekend I came down with my second viral respiratory infection in four weeks, and my third in the past five months. I'm sure my co-workers are tired of hearing me hack and…
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I disagree. The employer has additional responsibility only if the condition is caused by the work environment. I would think it is incumbent upon the employee to certify that a medical condition exists if she does not want the employer to take (a…
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Here's an excerpt from our personnel policy: The employer reserves the right when reasonably related to the employee’s position to require an employee to obtain a doctor’s certification, if the employee has informed the employer of his or her non-d…
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Windows XP has a maginfier program/utility built into it. Of course, if the software doesn't run on WinXP, that's a problem... But there are magnifier utilities out there for free or for purchase (e.g. Iconico's free magnifier). I honestly haven'…
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We drop coverage at the end of the current month of coverage for a terminating employee. If the terminated employee elects to continue within the designated time (90 days from QE), AND pays the first COBRA months' premium, then our insurers allow u…
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I'd have to ask for clarification of "entire file." We keep our work comp claims in files separate from the personnel file, even in a different file cabinet. The only people that have "unlimited" access to personnel files are: supervisors reviewin…
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So you're saying that it's okay to transfer a pregnant employee into another position though she'd be taking a pay cut, because the temporary demotion isn't punitive? You said: PDA does not give... any protections if those actions would have occure…
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Our agency's personnel policy explicitly treats pregnancy as a temporary disability for which temporary ADA accommodations apply. My copy of Mandated Benefits: 2003 Compliance Guide says that (where a disability benefit is available) pregnancy shou…