stilldazed
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No. There is no such state requirement in Florida.
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Thank you for providing the link. Interesting article.
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TB in Florida is managed through county health departments. If it is in your state as well, contact your local health department for instructions on how to proceed. Specific steps will be determined by the level of disease in the one recently diag…
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Agree with Paul and Mace. Investigate quickly and thoroughly enough to confirm that the threats have occurred, then terminate if you find them to be even close to true. Otherwise, you have a worker creating a hostile work environment, and you have…
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I think the worker will probably not perform any better, worse, or different under a new supervisor. If there is some sort of personality conflict going on, this could be the employer's offer for the employee to continue to work, save the lost expe…
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If you've done your due diligence, investigated concerns, confirmed that no complaints are coming from others, and confirmed that there is no basis for this one's complaints, you really have someone who is not making complaints in good faith. If yo…
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There are ways to keep folks from working forever. The most risky, of course, is to take the steps your company is trying to take. Some less risky alternatives would be to condition his employment on work performance and/or make a change in his …
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It would be helpful to know who initiated the "retirement" action. Did the employee express an intent to retire and your business has discovered that you have a need for a consultant? Or, is your business retiring the gentleman because of his age, …
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Check your state's labor laws. Some state's have extreme privacy legislation. Some states require more disclosure. Hopefully, your policy is consistent with Texas law. There is nothing at the federal level that forbids you to respond with a yes …
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Agree with both prior posters. If there is no FMLA protection available, check your prior history and your policy. What your company allows is what you should do. If this is a first, you will be setting a precedent and should be careful in that w…
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Agree with Nae. Confront the situations in a straightforward manner by letting the supervisor know in a nonconfrontational way that there is dissatisfaction among his staff, interview staff for specific examples, and provide concrete data about sta…
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I see you're in Nevada. Nevada has a state-sponsored video loan program, and the index includes one video on the subject of bloodborne pathogens, outlined at the following address: [url]http://4safenv.state.nv.us/elklib.pdf[/url]. Also, if Nevad…
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We haven't made accomodations, but we do have a general policy that restricts excessive odors of any sort, including perfumes, and classify it generally as respect for coworkers and customers. I have sent folks home mid shift to shower and change w…
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I think I agree with Paul. You have enough 'evidence' to let the suspended woman go. That may be enough to break the clique, but I'm not sure it will. It will send a message. I think I'd also issue a written warning or suspend any other folks wh…
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Sticky issue for some organizations and less so for others, such as nonprofits or religious organizations. Our organization has a considerable number very willing volunteers (honestly) who are more than happy to step into any position to help, and …
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We conduct our own and have the following on a separate statement for signature, in addition to the application authorization/certification: "I hereby authorize, without reservation, Employer XXX to process a criminal history background investigati…
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Agree with Nae, and confess that I have been a victim of 'hourly mentality' in the past, many years ago in a former life. I would add that if the person really feels driven to make things 'right,' he/she should concentrate energy on self developm…
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If I'm not mistaken there is a sample policy at this website, along with many more.
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I found the following on the USERRA that may help you out with determining the eligibility of your worker's time off vs. USERRA protection: "Service in the uniformed services means the performance of duty on a voluntary or involuntary basis in a un…
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I think there is not a specific privacy issue, but there is protection from garnishment-related employment termination under Consumer Credit Protection Act. Had the manager known of the garnishments, your battle now might be why the employee was di…
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I would suspect that having the info in the cover letter vs. not is a matter of personal choice for the hiring employer. Brevity and a concise message may get his cover letter read quicker. If he could insert reference to the lay off in a sentence…
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I'll be happy to if you'll add an email address for yourself or some other way to get the info to you. It's not an HRHero product but is well known. I'll refrain from adding it the forum because of the 'advertising' appearance that would be create…
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I wasn't trying to be short in my prior post. I am not familiar with NJ law, but I did find the following from a resource that I use sometimes. I like it because it provides a 'quick & dirty' synopsis that helps me get direction fairly quick…
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Withholding $$ for accrued vacation benefits would be a policy issue with your company. Visit your policy for guidance on how you may or may not proceed. If the employee leave owing money for taking items or causing some sort of damage, you have a…
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We've had similar instances and have allowed folks to work until the arrest is resolved. Our position has generally been that if they survived our initial criminal background verification process, which is fairly intense because of a number of faci…
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I've had no personal experience, but long before I arrived in my present position, my company tried it and abandoned it. The lingering assessment is that it was a nightmare, but I'm not sure why. We occassionally have employees ask that it be reco…
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Do you have an at-will employment provision? If so, how is it managed with your union contract? It may be an option for you for immediate dismissal in that courts will usually uphold immediate discharge in an at-will setting.
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You're among friends in the forum. Unless there is a state specific regulation that restricts your ability to 'tweak' your benefits, you can and should review the policies periodically and change, modify, ammend, etc. as appropriate. It is wise if…
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Welcome to the forum. I think many forumites have at one time or another. With all due respect, I'm not clear about your question. Are you asking about how to change a time off policy, whether a change can be made, or how best to undertake a majo…
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Most all of HR work is lovely!