cnghr
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I just ran into this personally; we were just going to keep my husband on my plan and not enroll him in the plan with his new employer, but they told us that because the employer pays 100% of the premium for the employee, he HAS to enroll in their p…
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In my personal experience, I think a week sounds excessive to rid yourself of head lice. When my kids were in grade school they came home with them twice that I can remember, and infected me one of those times. We just used the prescribed treatmen…
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We offer a fairly wide spectrum of voluntary benefits, including life, disability, hospitalization, accident, and specific diseases (cancer, heart) coverage. Administering these coverages doesn't take a lot of time, I just have to enter the deducti…
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Our policy is pretty generous: three days with pay for the same relationships that have already been mentioned above, with the addition that "special consideration will also be given to any other person whose association with the employee was simi…
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We have never provided SSNs for rate quotes. We use a census that includes birthdates, because age does figure into it, but even if SSNs were included, I can't imagine that an insurance company would verify the SSNs before providing a quote. Age, …
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Since COPD is an actual lung disease, not an environmental allergy, this can make it even more difficult to pinpoint what the employee is reacting to in the products she's reacting to. COPD is a progressive disease that causes narrowing of the airw…
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I love the way he used the analogy of "blood in shark infested waters". Last I heard, the mere fact that we are human should put us at least a notch or two above a fish in terms of behavior. We can and should control our actions and no sale should…
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To me, the idea of blaming the store is just another example of how our society finds ways to avoid or help others avoid personal responsibility. Just because a retailer (Wal-Mart or any of the thousands of others who have huge sales on "Black Frid…
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Another thought I had was that if you did decide to allow this, it might not be a bad idea to have an occupational/physical therapist to do a worksite ergonomic evaluation to make sure there aren't any potential problems with the alignment and setu…
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To me it sounds like a bad idea. I've seen workers' comp claims for employees who sat on their regular desk chair wrong and fell off, so my first concern would be people falling off it or going to sit down on it and having it roll out from under th…
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One thing I've heard pretty consistently with regard to hypertension during pregnancy is that it is generally "cured" by giving birth. I also agree that you should ask for different certifications for pre- and post-delivery.
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When we contacted the employee's doctor, it was on the advice of our attorney and using a letter he drafted for us.
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[font size="1" color="#FF0000"]LAST EDITED ON 02-29-08 AT 11:12AM (CST)[/font][br][br]I'm wondering about the "house call" story....where in this day and age can you find a doctor who actually makes house calls, much less drives for 45 minutes to an…
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Unless I'm missing something, it would seem to me that if the doctor is saying the employee isn't incapcitated by her pregnancy at the moment, any time off she's requesting now wouldn't fall under FMLA. Just being pregnant is not a qualifier in and…
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I'm confused about what a prescription has to do with it also. I've had plenty of people off on FMLA who didn't necessarily have a prescription, and plenty of people take prescription medications all the time but don't required FMLA.
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I hadn't heard anything about the ADA Restoration Act. Good grief, if they pass that we'll have people claiming a disability when they have a hangnail!
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[font size="1" color="#FF0000"]LAST EDITED ON 02-17-09 AT 01:17PM (CST)[/font][br][br]We have an exercise room in one of our locations, and we do have all employees sign a release form upon hire. It reads as follows: "I, the undersigned, am an emp…
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Amen to that!
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We have always told whether or not former employees are eligible for rehire. As most banks do, we have a policy against telling callers much more than dates of employment and eligibility for rehire. We don't give any detail, but I have learned to …
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I've always been told that you are okay asking "are you at least 18 years of age" if you have a minimum age for certain jobs, but in no way should you ask for a birthdate during the application process. Our applications say "if you are under 18, ca…
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We do 100% direct deposit and also provide electronic copies of the paystubs to our employees. They log into the payroll provider's website and can view or print off current or past paystatements and even extra copies of their W-2s if they need the…
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There's also another distinction in the definition of "elective" surgery....the way hospitals define & describe it when you're going in for surgery, any surgery not performed on an emergency basis is elective. I found this out when I went in fo…
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We've never done anything online, but do allow employees to use bulletin boards in the breakrooms or to leave flyers on the tables in break areas.
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We haven't addressed the tattoo issue with a written policy yet, although individual department heads usually make it clear to their employees that they do not want any tattoos to be visible when at work. Here is how we address piercings: "Facial…
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>Thanks for your response. That's been my understanding, but I keep getting >invites to audioconferences or web-ex about how to comply with the 2008 >requirements to re-survey all pre-2007 employees. My take on that would be that t…
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As I understand it, the EEOC does not REQUIRE any re-surveying to be done, at least not at this point. I think many people did it last year when the new categories went into effect, but as far as I know it's always been optional. I resurveyed all o…
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If you haven't been doing it previously, it's a good idea to have an attorney that specializes in labor law review your handbook to make sure there's nothing in the way any of your policies are written that may be problematic legally. As I said in …
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I go in and "fine tune" the policies in our handbook often in order to clarify them for our employees, and this often includes expanding the details of what the policies cover. You aren't changing the actual amount of time off allowed, you just wan…
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We allow two fifteen-minute breaks, one in the morning, and one in the afternoon, and I think our smokers adhere to that pretty well. We used to have an indoor smoking room and a LOT more smokers on staff and it was common for them to run to the sm…
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I have to agree with the last paragraph of Nae's post...it is possible (likely, even, in my opinion) that the employees are speaking just as loudly when they speak English, but the employees who complain are far more sensitive to the conversations b…