stilldazed
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You have had quite a few responses, and I have nothing new to add except that pets at work are fairly common in our organization as well. We are a retirement community, and nearly half of our staff of 500 fill healthcare or related positions. The …
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I agree that you should consider the circumstances and that a single, cookie-cutter answer is probably not available. Obviously, you don't want anyone in harm's way, and you don't want to tell supervisors to step into the middle of all brawls rega…
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We have done it a couple of times and had success. Depending on your policy, employee work areas are also places where there should be no expectation of privacy, so you should be able to mount a camera to focus on the door or even in the office. I…
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We've had success with KimberlyK's advice. I have issued some requests in writing, and some I've made verbally to the caller. As far as receiving the calls, our central communications center defers all calls to employees that come in on main lines…
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More clearly, I think you can recertify with each hire until the original is 3 years old.
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If I read the employer instructions correctly, you can recertify for up to 3 years from the original I-9, either on the same (original) I-9 or a new one that is attached to the original. I haven't read anything that limits the rehire to one, but th…
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After looking quickly, I think it's a nice addition. thanks,
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Don't know anything about Missouri and sounds as if you have good guidance there. From a federal standpoint, you can lower the salary as long as you don't drop below the federal minimums for exempt or nonexempt, whichever this position is. We have…
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What happens to the worker's license/driving privilege at the end of 7 days? Is having a valid license a job requirement? If you don't yet have a conviction, technically the policy in place at the time of the conviction is the appropriate one to u…
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As others have posted, she could use the entire 12 weeks once becomes eligible.
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She would be if your policy allows the flexibility of extending leave in the absence of FMLA. By 5/14, she would satisfy the length of service requirement and the minimum work hour requirement. If she wanted the other 6 weeks to complete her reco…
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We have done it in one of medical offices. Employees in the office resisted the change but learned to love the electronic system very quickly. Major issues for us have been just how much history to transfer to electronic data. There was an attemp…
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We have situations like this often. Many of our employees are 65 and older and have re-entered the workforce with us after retirement. My question as I read your post is who initiated the dialog about your worker's physical limitations. I think t…
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All I can offer is personal experience, a recent mail out that came from the US Post Office citing some new joint initiative with one or more government agencies to help alert folks to the dangers of ID theft and some reasonable steps persons can ta…
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I'm not ashamed to admit I'm up to about $2.25 per hour now, probably among the higher paid in the biz. I think I'll try to hand on to what I have. I get your sign as well, and have quite a few myself.
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I agree that it's an easy habit to fall into, which is why my tendency is to be so strict. I figure one of us in the office has to be, and that's why I get the extra $0.25/hour!
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Sorry, my bad for missing that & thanks. I'd still ask the worker to pick which one to present and go with whichever is presented. I'm fairly strict about it with my office staff because my experience is that if I'm not I hear eminating throug…
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Either document would be acceptable for I-9 use, and one of your responsibilities is to provide the list of acceptable documents and let the individual choose which document to provide. I would have ask the person to choose and would not do so myse…
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Agree with Nae. Follow your SPD, and that's not really being hard nosed. Confirm what your SPD says you can accept as a receipt. Quite frankly, I don't see how a credit card receipt provides enough info to substitute as an itemized bill with pati…
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Agree with Mace. You're not looking for a diagnosis. You're looking for fitness for duty and whether the person can perform essential duties with or w/o reasonable accomodation. Unfortunately, now you know the dx. That means 2 things as far as I…
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We've had similar situations, and it is voluntary resignation. Based on what I've seen, the 'rules' issue has to do with taxability of income other that SS. Our organization has a large population of "seniors" who also have SS income because of th…
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Agree that it is a service to employees, an annoying one sometimes, but a service. Another step to take is to add their requests to the stack of work you already have, tell them that your response will not be immediate and they may have to wait a…
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I'm not sure that there is anything really wrong with it, but waiting until a scheduled 2nd interview (if you know there will be one) may save some face for your company and circumvent a miscommunication. A personal e-mail to a candidate from one w…
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As others have mentioned, you are correct. It can be very hard. Your company essentially has to define the variables and stick with the definitions. We're in north Florida, and we have weather issues, but hurricanes are really it for us. If the …
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Your employees are requesting 'maybe' days because of your point system, and they are trying to evade the negative consequences in situations where they feel they have no control (i.e., the weather). To solve your issue, you should either adopt an …
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We don't have a policy for it, but we allow it also for directors & above (top 3 levels of organization). I generally encourage those working from home to sign & date or email in or something in a manner that can confirm their 'working stat…
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For those interested in academic training, there is also a MS degree available in employment law. I'm almost one year into the 2-year program and have found it to be very insightful and beneficial. It is, however, a degree, which means going back …
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Agree with other posters, and protest every one. You'll win some and lose some, but you'll send a good message to the exworker (and potentially others), you'll fulfill your responsibility to your organization to minimize cost as much as possible, a…
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We're private & nonprofit.
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We don't currently but have done so in the past, $50 for the referral if the applicant is hired, another $50 at a magic point down if the new employee stays that long. Our experience is that it can be a fairly good incentive program. My recommenda…