davids
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[font size="1" color="#FF0000"]LAST EDITED ON 04-13-07 AT 12:26PM (CST)[/font][br][br]My apologies, but this raised an issue that is a pet peeve of mine. The pet peeve is supervisors who come to me with stories of misbehavior/conduct by an employee…
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It is not clear from your posting as to how her "disgruntlement" has manifested itself into performance. Has she become abrupt and abrasive, is she missing deadlines, etc.? I think you need to focus on the performance and behavior, not the fact th…
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Our employees would still be eligible for COLAs even though they are at the top step. Additionally, we allow managers to award employees at the top step, based on merit, with bonuses, extra time off, or increased vacation accrual.
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I agree with others that you are liable to pay for the extra hours worked. However, I would at least have the employee provide, as best she can recall, the dates and hours worked; and then try to confirm them with the doctor whom she says required …
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I have had some success with getting keys back by reminding the ex-employee that the keys are the property of the employer and failure to return them will be reported to the police as a theft. We have had to actually carry through on the threat on …
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I agree that you have not been discriminatory (unless the reason for treating the two new hires differently is because of protected class status); but I don't think you have necessarily created a precedent. One action does not establish an on-going…
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There seems to be several issues here. First, you state that the assistant is exempt in that she receives paid time off for being sick as well as paid overtime. Maybe I am misinterpreting that statement, but if she is exempt, she would not be elig…
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I think your first response should be to ask the employee for a note from his minister, rabbi, etc. to confirm that the employee's faith observes Saturday as the Sabbath and that the employee is known to observe the Sabbath. As far as the other day…
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Like everyone else, I am really not sure what the legal answer is. She should probably consult an attorney who specializes in wage and hour complaints in her state. Having been in the public sector most of my career, we always require employees to…
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To answer this question, one would need to know the exact duties performed, the amount of time spent on each duty and the number of employees supervised. With FLSA, you should never make a status decision based on the job title. Having said that, …
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I agree with StillDazed that travel time that cuts across normal work hours, even on weekends is compensable. Additionally, any hours that she actually performed duties are compensable. So, if during travel that occurred outside of normal work hou…
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It sounds like this company does not have a formal policy regarding how the inclement weather leave is implemented. I know HR often gets a bad rap for wanting written policies for all situations, but this is a great example of why a formal policy w…
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I have dealt with similar issues, mostly related to snow days. The advice we received from DOL is that although the FLSA-exempt employee cannot suffer a reduction in wages, you MAY require the employee to use vacation leave or other paid leave that…
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The committee was up and running when I began working here; so I do not know the history of it. We do not have any formal guidelines or policies that address the committee. The committee is referenced in three of our four collective bargaining agr…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-23-09 AT 06:04PM (CST)[/font][br][br]We have a "benefits committee;" but I am not sure that is comparable to your insurance committee. What is the purpose and function of your committee? Our benefit…
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We require all full-time employees to participate and we don't pay the full premium (we pay 98.8% of the premium). By requiring all eligible employees to participate we are receiving a better rate. If you allow employees to opt-out, you may end up…
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We use the IRS rate.
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Nine traditional holidays and three "floating holidays" for a total of 12 days.
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Maybe I am not understanding this. If an employee takes a 6 week vacation, does that employee lose coverage? What if the employee is out sick for 12 weeks? Would your insurance company claim the employee lost coverage after the fourth week? I do…
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We have a similar situation about to happen. An employee has be on military leave for almost five years. He will be returning in July. We are a public employer and, by statutue, when he returns we are obligated to make all payments to the retirem…
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I am not sure what is "standard" in the labor market; but all of our executive employees have employment agreements that include severance pay at three months pay plus one week of pay for each full year of service.
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I agree that SS numbers should not be needed by the insurance companies. At my last employer, the insurance company used the employee's SSN as the employee's ID number. We insisted that they stop using the SSN as the ID and issue some other number…
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Your insurance provider has most likely set your rates considering that all employees will be covered. If you allow employees to opt-out, you will end up with adverse selection. That is, employees who have medical conditins will opt-in, while heal…
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It depends. Is the absence covered by FMLA? Is it a worker's compensation issue? It really comes down to the interplay of these statutory programs and your company's policies.
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You might want to check your state's wage and hour laws. The "no waiting period" rule might be specific to your state.
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We require employees to exhaust their paid leave banks before going on leave without pay. So, if an employee is absent due to illness, and has exhausted all sick leave, he/she would need to use vacation leave to cover the absence.
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I think where you want to be within the market range depends on your organization's compensation philosophy. Do you want to lead market (i.e., be above 100%)? Do you want to hire a bit below market and then bring people up to market within 2, 3, 5…
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As a public employer in Oregon, we are required by statutue to allow retirees to remain on our employee health insurance. However, we are not required to contribute towards retiree premiums. We do, however, take the value of 25% of the employees' …
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Wow! I think NaeNae's musing over whether the transgender surgery ends the marriage is a critical question. Second question is - Does your company offer same sex domestic partner benefits? If yes, you shouldn't have a problem continuing benefits …
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What is it that you want the employee to "release"? If the employee has already acknowledged the injury was off-the-job, why do you need a release? I don't think an employee can prospectively release things that haven't occurred yet, like a reinju…