cthr
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How do you know that she is not high risk? FMLA would start from the day that she first goes out, not after she has the baby, but again, how would you treat any other disability, you need to treat her the same.
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16 weeks in a two year period. Two year clock starts ticking from the first day of CTFMLA leave. Usually runs concurrently with 12 weeks FMLA, unless care for in law. Employee is still eligible for 12 weeks FMLA every 12 months.
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We are a credit union and that is our only government contract which means that we are required to have an AAP.
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Actually if you are a bank and you sell or redeem savings bonds in excess of $50,000, you are a government contractor and need an AAP if you have 50 or more employees. At your size, I would work with a consultant to write your plan. We have 244 empl…
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We do not pull credit as part of the background check. A person's credit score/report is not relevant to their ability to do the job. All of our employees are bonded and we run a state and federal criminal background check as well as a SS verificati…
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We use our HRIS database which allows us to track applicant information in an Access Database. We attach the opportunity to self identify with all applications-for gender and race. Vets and disability info is only collected on new hires. I run all r…
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>Found this recent info at eeoc.gov: > >What is the definition of "applicant" in the >context of the Internet and related electronic >technologies? >In order for an individual to be an applicant in >the context of the I…
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Why do you have to do a new plan. Your current year plan should have been completed by 3/31 of this year.
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>I wonder how much of the madness could have been >averted with an ingenuous apology to her at the >outset. The first rule when faced with an irate >customer is to let them vent and express that >you "feel their pain". I kno…
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HIPPA only covers MEDICAL information. There is no reason if she is covered under the policy, that she can't have a copy of what is covered and what is not. What her husband signed does not have MEDICAL information on it.
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Actually, if you are an AAP employer, there is a voluntary form for new hires that asks them to self identify for Vet status and disability. The form should be in the appendix of your AAP as OFFCCP will look for it if you are audited.
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I coordinate our emergency medical team. We too used to have aspirin, etc available, but were advised that we should discontinue this practice. Some states have laws regarding prescribing with out a license and even though they are OTC meds, they s…
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Pork, Wouldn't the employee be eligible for the 6 weeks of bonding without the doctor's approval if they've only used 6 weeks for the birth?
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If you decide to run annual credit checks, you need to have your employees permission to do so. Also, bad credit is not an automatic bar to employment and you need to make sure that your policy does not create adverse impact.
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If you accept unsolicited resumes those people count as applicants. You can however define who you consider an applicant. For us it is anyone who applies for an open position for which we are actively recruiting. Once a position is filled if I rec…
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It probably doesn't qualify as a third party, but some states require that you notify employees/prospective employees that you are going to do a background check, what the scope of the is, and they must authorize it. I guess the question would be w…
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Is the HIre a hero program available in other states?
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Why are you conducting background checks before you make your decision or at least narrow your search? I only background check those that I am extending an offer to. I would also suggest some type of prescreening interview to weed out those that do…
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James, You are correct. My prior posting says that you CANNOT mandate direct deposit in CT.
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We are a CT employer and you can not make direct deposit mandatory in the state of CT.
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I disagree with internal candidates. You should tell them why they weren't selected otherwise they are going to keep posting for positions without correcting the problem. If they keep getting turned down without being told what they need to fix, it …
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Have you asked the employee why he is unhappy with his job. Maybe there is something the company or his manager can do to correct the problem and you won't have to look for another employee at all. I would want to find out what the problem was befor…
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Actually mwild, if you offer a person a position that is less money, different hours or substantially different from the position they held and they choose not to take it, many states will still allow them to collect UI.
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I agree wholeheartedly that the clerk should have checked for ID. However, I used to work for a national pharmacy chain, whose policy was clearly posted that we would check for id, I had a person come in, who appeared to be about 14 or 15years old. …
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Since you are in CT you can either pay out the vacation at this time or allow the employee to carry it forward. CT considers vacation time that is accrued to be earned time and is payable to the employee.
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I would fire him based on the theft as well. In regards to the other, some states prohibit asking about "arrests" and it is not required that applicants disclose them. If your state is not one-what does it say on the form that they fill out for th…