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tom

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tom
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  • At our company, we were forced to institute a policy where only emergency emergency personal calls would be accepted and transferred to employees by our receptionist. We advised all employees to inform their family and friends. It got so bad we ha…
    in Personal Phone Call Policy Comment by tom June 2001
  • Does anyone remember when the I-9 regulations went into effect?
    in I-9 form changes Comment by tom June 2001
  • Isn't also true that any reduction must be for other than temporary duration? For example, you cannot reduce the hours just due to a decline in orders- we have reduced workweeks for our hourly- we cannot reduce the salaried staff accordingly, can w…
    in FLSA- Reduced Hours- salaried Employees Comment by tom August 2001
  • Throughout all of our mfg. companies we do count all paid time, including vacation, for the purposes of calculating overtime. Is this that rare of a policy or are other companies operating this way also? Thanks
    in Vacation=time worked for OT Comment by tom June 2001
  • Susan- It is my understanding as per FLSA rules, you can not deduct wages as a result of jury duty attendance. Therefore, you can not apply the time to earned vacation credits. Hope this helps!
    in Jury Duty Comment by tom May 2001
  • If authorizing training for your employee, you are obligated to pay 1.5 times his regular wage in overtime for all hours worked over 40 in the week. Regarding the second issue, I see no problems in paying a training wage to an employee and adjustin…
    in training wage and overtime Comment by tom May 2001
  • We too are in the process of reviewing our medical contribution rates. We are a large employer with approx. 1ooo covered employees. At present we cover, 80% of our employees who have chosen "family" coverage. For individual coverage, we pay 76 % …
    in Employee contribution rates for health insurance plans Comment by tom August 2001
  • We too are setting up a Education Assistance policy. We presently pay for tuition reimbursement for grades received "C" or better for job related coursework. We have been very lenient in determining "job-related"; ie. we have allowed employees to …
    in Tuition Assistance Policy Comment by tom August 2001
  • Scott/ Margaret/ Smarti Thanks for your responses. Does the existence of other medical and dental plans at other companies owned by the seller have any bearing on your responses? If I understand your responses correctly, it appears that the COBRA …
    in COBRA Continuation Comment by tom May 2001
  • Scott/ Does it matter that the seller has other health and dental plans for other companies of theirs in other states? Even with the existence of these other plans, is the obligation to continue COBRA rest with the buyer?
    in COBRA Continuation Comment by tom May 2001
  • I believe with Workers Comp cases, you have to examine each individually. But we have always had a light duty policy whereby we could guarantee that the injured worker would have no more risk than they would being at home. Everybody bought into thi…
    in Workman's Compensation- light duty Comment by tom June 2001
  • I assume the WC case is not yet closed. She may be eligible for unemployment insurance possibly as long as she left for a legitimate job and was denied it after she left. Her WC case would still continue, possibly even allow for some compensation i…
    in WC & Voluntary quit Comment by tom June 2001
  • Thanks Theresa for your prompt response. Do you have this clause on your applications? I wonder if it is better just to leave off?
    in applications Comment by tom January 2002
  • You do realize I am sure that this requirement began in 1986, if my memory serves right. Therefore, employees prior to this date were not required to have an I-9. Tom
    in I-9's Comment by tom August 2001
  • If there are no positions that meet the restrictions imposed by the employee's physician, you would not be obligated to create a part-time position or continue to employ that employee. You would be free to hire someone who can perform fully the du…
    in Can we reclassify or terminate? Comment by tom August 2001
  • Doesn't IBM in all of its locations require direct deposit?? I know of no other laws preventing this. Will be interested in the discussion on this topic.
    in Making Direct Deposit Mandatory????? Comment by tom June 2001
  • If concerned about current staff worrying about who may be getting replaced, maybe schedule the interviews before or after hours, or even on the weekends. Other options might be to schedule the interview off-site. Good luck!
    in Hiring Comment by tom May 2001
  • Would discourage her from asking for the I-9 documentation prior to offer of employment. Next thing you know she will be receiving claims from applicants not hired accusing her of discrimination based on age or other factors as potentially determine…
    in I-9 documentation Comment by tom May 2001
  • Assuming no union involvement, you can direct your employee to perform any duty you have need for as long as you are not jeopardizing their safety.
    in Administrative to Manufacturing Comment by tom May 2001
  • I agree with Margaret. In cases where there is a terminable offense, you can always state that the employee is suspended pending an investigation by HR.
    in Termination for Insubordination Comment by tom May 2001