deniseE
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This used to be a practice for government workers...the polls are now open long enough that regardless of your shift, you should be able to vote AND work. We require our ee's to take the day off if they are working the polls in some way.
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I don't believe there is any "right" to chew. As an employer you can determine which activities enhance your business and encourage those, and eliminate those activities that detract. Most places are now "smoke" free...I can't see why "tobacco" fr…
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The person that solves this never ending issue will be the best paid HR person EVER!
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I think we had a discussion on this recently (see if a search will bring up the old thread)...some employers had great success while others still had concerns. We have first aid kits in each department...but it has only band-aids and that sort of t…
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I would have to think that HIPPA had not been violated in this instance. Assuming, of course, that the IT guy is on the company payroll and subject to the same confidentiality requirements of all other employees. In order to set up database inform…
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Check your contract/agreement with this group-maybe it provides for this situation. We also frequently have consultants in the building and we've begun to think about including language regarding joint employment issues. Once we have approved langu…
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We just visited this idea. The main issue for us (beyond the management of such a "sharing" system)...was that you could possibly have an employee that earns far more per hour donating time to an ee receiving less pay. We weren't sure how to keep th…
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For us it depends upon the child, the reason, the frequency....basically, there's really no policy. However, if you're seeing a good bit of this...have you given any thought to developing a before/after school program either on site or nearby? We …
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I think you may within your rights to require that he provide something from the church indicating that the religion prevents working these particular days. Any accomodation must be reasonable within a business setting...and it seems that he needs …
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We take the subpoena approach. Our mgmnt believest that it protects us in the event that the ee sues for improper release of information (whether it's a valid claim or not...it can tie us up in court-HEAD-ACHE!)...the subpoena provides a legally def…
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We don't "ban" talking politics, any more than anyother subject, but our policy specifically excludes talking to other employees on behalf of any particular candidate or party. Agency property may not be used to distribute any political propaganda. …
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Ours are paid about 10.50/hour to start. Frankly though, I think they are underpaid for what is asked of them. In setting a wage, keep in mind that these people are your first line of defense, possibly will carry weapons, and be responsible for the …
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I agree that as HR staff we should definately avoid practicing medicine! This becomes part of the problem with certification...you'll see other threads on this where HR feels that there should be another way to handle the issue, even after a doctor…
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As with all FMLA situations...I'd give her the paperwork and see what the dr. says. the key here is that she be required to directly care for the kid. But truthfully, I don't see this as serious health condition.
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Many of our entry-level ee's are either fresh out of high school or this is their first job experience. As a result the maturity needed to be successful is not always there (attendance issues, basic policy violations-that sort of thing). We thought …
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We also ran into this situation with a recent termination...there are some threads about it...apparently not all dr's sign their own "excuses" some have nurses or office staff do this. I understand the need to push paperwork through. And the dr's of…
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It's always best to not promise confidentiality in any investigation. Sometimes, it cannot be kept and resolve the situation. Hopefully, the other ee's will mind their own business and it will cease to be an issue for you.
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The reason that we began the "cab ride" program was that a number of ee's complained that after 911 was called (against their wishes) that they couldn't afford the bill that subsequently arrived for the EMS service. Most of our health insurance poli…
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We have run into similar situations...in the end this falls under our "fitness for duty" policy. If the manager/supervisor determines that the ee is not fit to do his/her job (assuming we're not talking about a life threatening situation-then 911 is…
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In PA we can request that an ee make a written request (disclosing the reason) for wanting to see the file. We are working on drafting a "form" for this. We like the idea of a papertrail. We also schedule a time for them, before or after their regu…
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We have an account w/ AMEX....the ee is actually a credit holder, via our corp. account. the statements go to the ee and the card is in the name of the ee. To receive reimbursement, the ee must immediately submit the receipts...anything not covered …
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We solved the "how do we know they are working" issue by providing laptops and requiring that the ee dial into our mainframe to work. We can not only tell how long the ee has been in the system, but what has been accessed/done if necessary. This el…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-13-04 AT 09:16AM (CST)[/font][br][br]We've had a few of these over the years. Overall, I would say that depending on the ee...it works well. Most are appreciative of the opportunity and don't take adv…
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I agree with everyone else...our agency is tied to the state govt and our rank and file ee's are paid this way. One of the largest complaints we see on the annual surveys is that ee's don't feel like working harder offers any benefit...with your cu…
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I would be hard pressed to not give this guy the needed time. Based upon the little information you've provided he sounds like the kind of employee that you'd want to keep, if possible. But you'll have to go by your policies. Ours is written to pro…
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Monday the 3rd.
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I would keep the nature of the condition confidential. Once this information is out, it can't be taken back and future employment decisions might be made based upon this knowledge. Do you have the ability to have her not travel for 12 weeks, regard…
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We just can't substantiate the claim...no information either way...I think the investigation was complete.... could we transfer the subordinate to an equal position without making it seem retaliatory in nature? If he's uncomfortable...and the posit…