davids
About
- Username
- davids
- Joined
- Visits
- 2
- Last Active
- Roles
- Guest, Member
Comments
-
It seems like a lifetime ago (because it was), but after college, I drove a taxi in New York City for a short period of time. When I first moved to Oregon, I worked as a bartender. Both of those jobs gave me the skills to listen with empathy; an imp…
-
It always appeared to me that if anyone in the organization (current or former employer) received mail or a phone call that they didn't know how to handle, they would refer it to HR. So, combination junk collector-triage doctor has always been one o…
-
The contolling factor is the degree to which the employee's time is restricted. If the employee can substantially use the time as she/he wants, and just needs to carry a cell phone or pager, you do not need to compensate for "on-call" time. You do n…
-
I don't think you can mandate that someone get a certain type or frequency of medical treatment (or medical treatment at all). I would report what I learned from the physician to your workers' compensation carrier and let them deal with it. All yo…
-
With any personnel action that pertains to me (salary increase, special merit award, etc.), I always have the city manager (my boss) sign-off on the paperwork. Of course he is relying on me to give him the appropriate information (and my job would …
-
[QUOTE=Irie;716308]Democrat + liberal = bad for HR. Democrat + liberal = good for employees.[/QUOTE] By this reasoning, it follows that : good for employee = bad for HR. That may be true if you practice HR from an administrative perspective (wh…
-
First, I am not sure what you mean by "account balance." If you mean leave balances, I am not sure talking about that is a HIPPA violation. However, if it is, I would investigate the same as any other alllegation of a violation of rule or policy.…
-
The employer's approach to focusing on whether or not the work is getting done has appeal. At the same time, it potentially leads to unequal treatment. What if the next employee with an excessive number of texts is a ______ (fill in a protected c…
-
If I am reading your post correctly, you have received the medical certification, you just haven't received the employee's request for leave. If your leave policies are clear and leave needs to be requested in a particular manner, you can hold her …
-
We require all full-time employees to be on our plan and, no, we do not offer an incentive to the few part-time employees who opt out of our plan. We have discussed expanding the incentive program to include spouses, but that is probably a few year…
-
We are attempting something similar, although on a much smaller scale. We started last year (our insurance plan year is July through June) by having employees complete a "health risk assessment" questionnaire on our medical insurance provider's web…
-
It is my understanding that recovering an overpayment of wages from a final paycheck is NOT a violation of FLSA. So, if the company is viewing this as the recovery of an overpayment of wages (i.e., he was paid wages to which he was not entitled), t…
-
I believe you can require employees to use leave banks in increments of less than a full day. When with a former employer, we received a DOL opinion letter that said we could do so. (The letter was written in relation to inclement weather, but the…
-
I think there are a several things you can do to reign in the employee. First, you can set a regular schedule for an exempt employee. Second, you can require the employee to check in with his supervisor before he leaves early. Third, I know this…
-
We have an annual picnic in the summer in a City park for employees and their families. We supply hamburgers, hot dogs, and beverages; and employees bring side dishes. Department heads serve as the chefs (yes, I cook up a mean burger!). We raff…
-
There was a case here in Oregon in which a union challenged the public employer's policy that allowed use of the employer's resources for things like employee baby showers, birthday parties, etc.; but prohibited use of resources for political, relig…
-
I can understand asking the visitor to leave if he/she has been there for an excessively long time, no matter how the visitor is dressed. So, if the issue is the visitor hanging around while others are trying to work, address that issue. However,…
-
Why wait until the employee "returns" from Mexico? A crafty attorney could argue that the employee was entrapped since you knew he/she was at home, but allowed the employee to remain absent from work. I would call or send a certified letter tellin…
-
We have used an on-line application system for about one and one-half years; and are very happy with it. We are a municipality, and our Human Relations Commission questioned whether an on-line application would tend to exclude minorities. The syst…
-
I appreciate your desire to be consistent, but I don't think you should NOT discipline because unknown others are also doing it. If the employee is violating a policy, he/she needs to be held accountable. Would you not discipline an employee for s…
-
We provide exempt employees with 80 hours of administrative leave each fiscal year. With prior employers, managers had the option of awarding special leave with pay (within specified limits) to recognize employees who have put in an extraordinary a…
-
We recently discussed doing a similar survey of applicants to find out how applicants view our recruitment process. For the reasons stated by KimberlyK, we decided not to survey applicants soon after their interview. We are now discussing drawing …
-
All of our employees have access to their email accounts through an employee only section of our web page. They can access their email boxes any time from anywhere. Additionally, a few employees have VPN access to the computer desk tops. Once log…
-
At my previous employer, we had a donated leave program. Donations went to a specific employee who was in need, not into a pool. The donor donated vacation leave which was converted to sick leave hours at the recipient's rate of pay. That is, if …
-
I am not sure if this is right on point to what you are looking for; but I previously worked at a university that had all employees sign "intellectual property" waivers. Essentially, if you used university resources to create some knowledge or prod…
-
You need to check with your state's wage and hour agency to see if recouping an overpayment is considered a legal deduction. In my state, recouping a wage overpayment has not historically been viewed as an unlawful deduction; although there was on…
-
Although you may not have any requirement to provide notice, depending on how large of a cut in hours you are imposing, providing notice would be the humane thing to do.
-
We have allowed employees to work at home on occasion. Obviously, the type of work has to be such that the employee can perform the tasks from home. The employee will essentially be on the honor system as far as reporting the number of hours worke…
-
The reason unrepresented received an increase above the CPI was because one of our bargaining units negotiated an increase 0.3% above the CPI. It happened to be the bargaining unit that had the most issues of salary compression between employees an…
-
I'm the poster who said we use the change in CPI over the last 12 months. I thought I would add to my response. Just for context, we are a public sector (City), unionized employer. I'm not sure how March became the magic month, but it has been a …