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ks1

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ks1
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  • Thanks to all - I needed some affirmation of our position that getting to work is not an accommodation. We are standing our ground.
    in ADA - Is this a "workplace accommodation"? Comment by ks1 October 2002
  • Have you notified the employee in writing that she is out of FMLA leave? Have you considered whether she is eligible for an accommodation under the ADA (which may include a short-term leave)? Consider how it would look if you terminate at the firs…
    in FMLA Eligibility Error Comment by ks1 September 2001
  • I appreciate the information and the Goodyear case. I think we may need to amend our policy, but am concerned about how we cover things like gay "marriage" or dating without becoming police of our employees on their private time.
    in Nepotism policy Comment by ks1 September 2002
  • Am I getting this right - you have a handbook, you just don't distribute it? The issue of frequent absenteeism is one that is pretty obvious, but having other policies that your employees may not even know about can get you into trouble. I am thin…
    in NO handbook! Comment by ks1 April 2002
  • These are some great reading suggestions. I just finished a book that really opened my eyes to low-wage employment. "Nickled and Dimed," by Barbara Ehrenreich, (sp?), chronicles the writer's year-long effort to survive at jobs that pay more than m…
    in nightstand---what are you reading? Comment by ks1 August 2001
  • thanks for the tip, and to others who replied! I'll take a look.
    in ADA Accommodation Request Comment by ks1 June 2001
  • I was concerned by your comment "we have made all possible accommodations." Were you accommodating a medical condition? If so, did you ask the employee to provide a doctor's statement? When someone raises a vague complaint about being unable to d…
    in Employees that can no longer physically do their job... Balto MD Comment by ks1 May 2001
  • I strongly urge you to take advantage of the offer to go to mediation. There is one caveat accompanying this, however: Make sure your representative is your HR lawyer or legal counsel. Obviously, if you have outside counsel it will cost you to do …
    in EEOC Mediation Comment by ks1 May 2001