stilldazed
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Thanks, again. I want to do what's right, and I want whatever action I take to have the best chance of passing legal scrutiny, just in case. I'll postpone the "hours of research" until after today. Been there and done that at dol.gov, that's wh…
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I agree. I was looking for something more concrete than my hunch. Hunches get hard to explain or document, especially the next time an employee should be receiving similar treatment and doesn't.
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Thanks for a quick response. You've saved me hours of research. You confirmed my hunch. Returning veterans truly are a very protected work group, so while I didn't know how to continue to extend protection, I was sure there was a way to do so w…
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We're in Florida and required by Florida Statute to check criminal history because of the nature of our business. Review FS 435 (and 440 depending on the nature of your business) at flsenate.gov. Because of the requirement, we have a direct link t…
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We're in Florida and are legally required to perform criminal background checks on all new employees because of the nature of our business, which we do. Several years back, the particular statute changed and a background check for employees after h…
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Have a great weekend!
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Thanks for helping me understand your statement. I think you and I are saying the same things. Your statement may be closer akin to the "displacing paid workers" part of the guidelines rather than the nature of the business of the employer.
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Thanks for sharing your information. I, for one, am always looking for a clearer picture on employee vs. volunteer. Your info will be helpful to me. I disagree with one of your statements, however, in Item 5: "As a private business there is no s…
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You're asking a question that I have asked before (not at this forum), researched, and failed to find an answer as clear as I wanted. For starters, I have this from a well known HR training organization: "An individual who performs hours of service…
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You should be fine in doing that, especially since you have multiple applications from the same person with different employment history. We've seen some of that in our office, and if we get to a job offer with someone, start screening, and find th…
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I agree that you should follow you hunch and try to operate within your comfort zone if possible. I would take Don's approach--try to provide an opportunity for the applicant to 'save face' by reserving full details about the blunder unless require…
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I'm in Florida and right out of my Florida Employment Law Manual, issued by Florida Chamber: "There is no Florida law which requires payment to an employee immediately upon termination, or within any time period after termination. Wages for hours …
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RIFs are hard. I've never seen one from the HR side, but I have been part of the staff left behind many times in my life before becoming an HR director. I was with an employer who cut their staff from 2,200 to about 640 in 10 years. Without the R…
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Sounds like you have a very serious situation going on with almost no confirmed information, except your observations in the work place. I don't think 'good samaritan' is your primary issue. Sounds like you have a W/C issue in your state if she in…
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Not sure about your state's W/C laws, but injury during an eposide, if she is otherwise performing her normal job duties, may be compensable as worker's comp. We have an employee who has allergic reactions to a particular food that is served in one…
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I agree with prior posts. Our organization does criminal background cks (direct e-link with FDLE) & PPD/TB test (state mandate for the nature of our business) as well as drug test and simple physical. We may do limited, generic-type screening …
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We have done that for a couple of employees in our organization, and it worked after I made the request in writing and included our company's policy that the employees could not receive personal phone calls at work, except for emergencies. The poli…
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I generally agree with the posts from other forumites. You referenced stealing. It is a problem? If so, will a dress code fix it? I generally support dress codes and especially like the idea of shirts with logos and khakis if the work place will …
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Your discussion on TB testing is very timely. As it turns out, I have been reviewing my company's TB testing process for the last couple of weeks and charged with the task of determining if it needs to be revamped as well as identify potential ways…
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Laws and other things: Is your new position in Louisiana? Healthcare is a broad industry and includes quite a variety of environments. Look to state statutes. We're in Florida, and there is a regulatory agency that oversees business licenses (per…
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Harsh letch or no harsh letch doesn't matter much to me. Whether the "rising star" comment is true remains to be seen, but my personal philosophy is that rising stars are held up by some sort of support mechanism. Without the proper support, a r…
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Unless I have an impending termination I don't know about, I expect to be here. My general sense is that there is an awful lot of playful banter than runs through these pages. That's exactly how I saw today's messages as well.
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It is strictly e-paper to e-paper. I have no clue who Don D is, except a name that shows up on this forum from time to time. I have worked in HR for just over 2 years in a very educating situation and had no prior experience when I took the plunge…
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Don D says a lot with very few words, makes a lot of sense, and sure knows how to make others feel good! He must be a great HR person.
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We've had similar situations in our business. We're a private employer in Florida and have no contracts with employees. Everyone is at will. We have a policy that will allow for termination due to resignation after a no call/no show, and we've us…
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If you can distinguish between simple, repetitive, routine job tasks and complex, nonrepetitive, nonroutine job tasks that you currently perform, that may help you some. I am not getting a new HR assistant (I wish I were, congrats to you), but we a…
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Would you mind sharing the information you have? We do conduct post job offer physicals but have modified our format to the point where I'm not confident it's effective anymore. Thanks,
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We don't have what you are looking for either, but we may be at a very early step--the employee evaluation. What I have done is produce a draft that forces a focus on key job responsibilities, peripheral or incidental responsibilities in addition t…
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That certainly sounds smart, and I can see many benefits from the requirement. We are looking at adopting the same strategy.
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I'm not really sure and am digging for answers to some of the same questions. When I was preparing my initial list for confirmation, an SSA rep advised me during a phone conversation that I should note which names/SS#s were verified and not reverif…