Catherine
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Bob and Tom ("you guys rock!") - I listen to them every morning! Beer Run is definitely one of those that will stick with you for a day or more. ("...all you need is a ten and a fiver, a car and a key and a sober driver . . .") How about Da Vinci…
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All of our employees have a choice among plans. Depending on which of the five they choose, they may pay nothing at all. For all but the top plan, employee coverage only has no cost to the employee (the main difference between plans is the deducti…
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We have a PTO program that begins at 17 days per year. At 5 years, it increases to 22 days and after ten years, it's 27 days. There is no cap on accrual. I wasn't here when we changed to the PTO program rather than having vacation, sick leave, em…
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Yes, no matter when they start under our policy. Technically, I think they could start October 30, and take the 31st off, although their supervisor would probably not be terribly enthusiastic about it.
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Ours is very simple. It's yours from the day you start - no waiting time to accrue it or use it. It must be taken between Jan. 1 and Oct. 31 of the year, or it is lost.
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I confess that I'm not familiar with Nebraska laws; I'm located in Texas. Several years ago my employer (prior to the date I became an employee) switched from a plan with separate vacation and sick leave to a unileave system. Under that, the emplo…
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I believe he can, so long as it is his biological child. And yes, you can require him to bring you the birth certificate as proof. 29 CFR 825.113 covers this issue if you need more information.
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FMLA leave doesn't really accrue the way vacation or sick leave might. As long as they meet the hours worked requirement of 1250 hours in the last 12 months, the absence shouldn't affect their eligibility for leave.
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[font size="1" color="#FF0000"]LAST EDITED ON 06-13-02 AT 09:17AM (CST)[/font][p]Not exactly. In this case, she would end up getting 12 weeks, but you measure backwards one year from each day of leave. Make sense? By the time she uses up her nine…
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We use a rolling FMLA year that is defined in our policies as a "12-month period measured backward from the date an employee uses any FMLA leave. This means that each time an employee takes FMLA leave, the remaining leave entitlement would be any b…
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The first place to turn is to your company's FMLA policy. If you don't have one, you should consider writing one. There are certain elections that can be made under federal law, and if you don't have a policy on it, then it will be construed in wh…
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We are in the process of changing our policy to elect option 4. I believe it's the only way to truly limit an employee to 12 weeks in any 12 month period. I believe, though, that if you do make this policy change, it won't become effective until 6…
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The reason for our order is that these are police officer candidates. Probably two-thirds or more wash out during the background portion. Since interviews are done by panels, it would take up too much of our personnel time to interview all of them…
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We converted to a PTO program four or five years ago. Prior to that, new employees had two weeks vacation, two weeks sick leave, and (I think) 3 days of bereavement leave. At the time our sick leave accrued infinitely, but there was no advantage t…
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FYI, I think the case you're referring to is Garrity v. New Jersey, 385 U.S. 493; we generally refer to the warning as a Garrity warning. The gist of the case is that you cannot make an employee choose between answering questions in your administr…
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If what you want is really integrity training as opposed to training on harassment issues or on your specific policies, you might take a look at [url]http://www.dodsontraining.com/[/url] One of our departments used his training on ethics and integr…
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Did he ever plead to the offense? Some of this depends, too, on when the arrest occurred. But to answer your question, if you trust the attorney, and have seen the order of expunction then, no, he shouldn't show it on applications. If it's truly …
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I am also in Texas. Deferred adjudication here is not what it used to be, and I suspect that's the reason for the change in your employer's application. It used to be that deferreds didn't show up on criminal histories because they aren't technica…
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I agree with Don that you need to seek counsel for this one. However, there are several questions you need to be prepared to answer from your attorney. What do your policies say on this? What kind of business are you in? More specifically, what …
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Actually, you can withdraw a job offer if performing the job is likely to cause harm to the applicant. We've run across that problem twice in the past few weeks. The details on the evaluation are helpful because our doctor (despite our requests fo…
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My biggest concern about this would be the possibility of the employee claiming that they were treated differently because they were regarded as having a disability, which leads you to the ADA. I agree with DonD that HR may have reasons to need s…
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I agree with Hatchetman, but I am also concerned that your supervisor is refusing to cooperate with you. Her attitude that they just need to deal with her because "that's the way she is" sounds a little discouraging. Her refusal to work on the com…
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Will this be your only city attorney? If so, I strongly recommend hiring someone with at least some criminal experience, either prosecuting or defending. Consider having your municipal judge on the panel and allowing him/her to bring questions. I…