njjel
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In this specific case there was no shop steward or union officer available to attend the meeting. the meeting was to terminate a probationary ee for poor performance. Our contract just states that for the first 180 days (probationary period) they …
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It has been sent. At least they know that I questioned their receiving it. Of course they will forever think I was wrong but.........
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Well as I thought they asked me to send them the form! When I told them that I was advised the information was confidential and covered under HIPPA they advised me that they had been advised that they were entitled to it and to send it to them! No…
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AS head of the company however, do they have the legal right to know?
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I guess my question is, what if they directly ask me what the diagnosis is? do i stand firm and say I can't release that info or because they are an equal to this employee do they have the business right to know it?
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To the best of my knowledge, in the state of New Jersey you may NOT require ee's to do direct deposit. Again, check your state regs.
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Yes, that helps and I've also found the site and gotten more info. I'm now educated! Thanks all!
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I tried to access the site you suggested but could not. Any ideas? I didn't think a person was to have both a SS card and an Alien card???? Makes me think something is "fishy".
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Found the site and I understand what is needed to satisfy the form. However, is this person supposed to have BOTH a SS card and the I-551 card as far as being correct to have both forms (not referring to the I-9 form).
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Is the web site [url]www.USCIS.gov?[/url] thanks.
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Yes, i do know that. I was questioning whether or not the person was supposed to possess BOTH an I-551 AND a SS card? Does anyone know? I've not dealt with this issue before. I thought they were supposed to one form or the other - not both???
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I keep ours separate for the same reason. Why give any agency access to ALL of your files and perhaps have them find errors (we would hope not) in another area?
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Do you have a policy that covers leaves of absence? If so go by that. If not, I would think that if she is a valued employee, you would want to retain her and hire a temporary employee for at least the length of FMLA leave (even though you aren't …
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We are a non profit company and many of our employees are religious. If they choose to say a prayer before a business luncheon, they simply bow their head and say it to themselves. No one minds this and it prevents others from being uncomfortable …
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We have a problem with smells too. One of our ee's takes garlic tablets for a condition from time to time and also eats various fish for lunch in his office. Nothing has been done about it as yet, but I know it will be an issue one day so I'm maki…
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OK. So now if someone is convicted of use and possession of a narcotic can we ask if they still use???
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OK. Are we legally permitted to request those documents and ask related questions? That's my concern on this.
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I sure hope she was able to cut and paste her response! :-) Very helpful!
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Of course they are not, however if you get involved with questions about where one lives you open yourself up to all kinds of problems. Our attorney advises stay away from them!
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It's best not to ask those types of quetions because you could subject yourself to discriminating against the poor! Stick to job related questions.
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Personally, I have never been an advocate of Exit Interviews. Aside from the COBRA info and accrued leave time they haven't proven to me to be of any value because as stated above, the exiting ee doesn't want to burn any bridges.
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Irie - We weren't required to do the form last year. We just surpassed 100 ee's this year.
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Yes, this is NJ specific.
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Carol - What does the dependent of the ee do between the time they age out and open enrollment? Can't they get the under 30 coverage at the time they age out?
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In NJ employers are NOT required to give a lunch hour to anyone other than minor children. We are in an office situation and all of our employees must sign their time sheets and then have it signed by their supervisor.
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Our employees get 13 sick days and 6 personal days! Once they use all of that (and some do) then they get docked and could also be terminated if absences continue without a doctor's note.
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In the grand scheme of things I think it's a minor issue and personally we don't have a policy against them. We have so many other important issues to deal with that pools are the least of my concerns. And as stated above, could be good for office…
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I have a similar problem and have addressed it with the woman on two different occasions. She doesn't visit around but makes/receives personal phone calls and we can hear her entire side of the conversation over half the office! It is now up to he…
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I keep terminated personnel files for 7 years just because that's a rule of thumb in some instances. What is the actual # of years we need to hang on to them?
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Any employee who plays practical jokes of that type should be dismissed immediately - no questions asked!