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scottorr

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scottorr
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  • As with everyone else, an investigation would cover yourself. However, you want to make sure you follow the steps outlined in your harassment policy. Also you will want to take notes of any conversation with any employee providing information abou…
    in Sexual Harassement Comment by scottorr April 2003
  • [font size="1" color="#FF0000"]LAST EDITED ON 04-28-03 AT 11:08AM (CST)[/font][p]I have had experience with ABRA, HR Perspectives (ADP's HRIS) and CSS HRizon (a former ADP HRIS). None of which were cheap. However, for a smaller company I would go …
    in Which HR Software System do you use? Comment by scottorr April 2003
  • We do not have a probationary period because some courts have viewed them as guarenteeing employment althought most do not. We would rather be safe than sorry. We treat new employees the same as our other employees. When they start we out line go…
    in Probation Dilemma--Help!! Comment by scottorr April 2003
  • I also agree that you should investigate rather than assume the employee wanted or requested the pornography. If an employee's e-mail is posted anywhere on the internet, some internet pornography sites have what is called spider software that will …
    in Pornography Comment by scottorr April 2003
  • I would send a letter. You cover yourself because you will have a documented trail. If they call you you can tell them that you will be contacting them by mail. If you leave a voice mail and the wrong person hears and/or erases the message, you h…
    in Leave "Turn Down" Info on Voice Mail? Comment by scottorr April 2003
  • That is good to know! We will take a second look at our ee who applied for the supervisor postion!
    in Knowing Too Much Comment by scottorr April 2003
  • We keep three seperate files on our employees. One file contains their medical info. The second file contains only performance review information and the third contains all other information that no one but HR has access to. Our salaries are not b…
    in Knowing Too Much Comment by scottorr April 2003
  • A number of states are "at will" states which means that seperation can occur at any time for any reason. The two week notice is usually a courtesy. However, employers are not required to pay you for accrued time off at the time of termination. M…
    in at will employment Comment by scottorr April 2003
  • Without a current policy in place to address this specific area I wouldn't treat it any differently than if this employee were out for any other reason. This might be a good time to draft a new policy to address any future issues. I agree that you…
    in HELP QUICK! JAILBIRD! Comment by scottorr April 2003
  • That definately makes sense to me. I am glad we have this forum to share ideas and information.
    in HIPAA Compliance for Small Groups Comment by scottorr April 2003
  • I have only been at this position since February 2003 and have been working on preparations for HIPAA since I started. Before coming here I worked n the HR department of a health care organization and we were prepared for the 4/14/2003 deadline. …
    in HIPAA Compliance for Small Groups Comment by scottorr April 2003
  • I agree with haveing the employee sign an authorization on the spot. Although our HR people do not generally see any PHI, we have asked and trained all of them to get an authoriztion prior to assisting. Even before HIPAA our department policy was …
    in HIPAA- help ees with claim ?s ??? Comment by scottorr April 2003
  • The reason I said this is a morale buster is because this company is already allowing everyone to keep their desks as they please, and, now trying to retro-fit a policy. This company needs to evaluate why they want to change their current policy. …
    in tidy work areas Comment by scottorr April 2003
  • I think you are looking at a morale disaster. People will not be happy. We allow and encourage our staff to make their areas their own. We want them to be comfortable and enjoy coming into their space so they can concentrate on their work rather t…
    in tidy work areas Comment by scottorr April 2003
  • Here in NY, if an employee works 6 or more hours I believe we are required to give a meal break of 20 or 30 minutes. We are not required to pay them for this time away from the job. However, we are under no obligation to give any other type of brea…
    in Are employees req'd to receive a break? Comment by scottorr April 2003
  • Hi Everyone, I was at a legal update May 1, 2003 and the presenting attorney said that the HIPAA regulation were intended for plan providers not for employers (excluding self-insurers). He said the main thing emloyers need to be concerned with is …
    in HIPAA Policies Comment by scottorr May 2003
  • If you do nothing, that could spell trouble down the road (sexual harassment). You need to document anything you do. I would address the rumor issue with all employees, with a memo addressing rumors in general. I would set up a policy addressing t…
    in Malicious Rumors Comment by scottorr March 2003
  • I will fax you the form. I would format the info to your company.
    in Does anyone else hate HIPAA? Comment by scottorr March 2003
  • The law specifically states that any employer that offers a health plan needs to send out privacy notices. If you handle any flexible spending, disability or worker's comp. issues, they are all covered as well. I have a sample notification form if…
    in Does anyone else hate HIPAA? Comment by scottorr March 2003