Judith
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- Judith
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Sorry this is late but better than never. We have a beautiful country -- pick a state, any state, or several for that matter and see what they have to offer. Here in lovely NC we have beaches, mountains and in between. We have historic, wineries …
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I wasn't going to vote but I guess I will now. Judy, he chose his actions -- why should his family have the privilege of seeing him and sharing things with him that Laci's family has had taken away. I say death and be done with it.
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that is just too good -- I needed a good laugh today. Thanks
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The decision to leave is a difficult one -- you can afford to leave if you are as unhappy as you say. There are lots of ways we can compensate for the immediate loss of income -- not having to take an extra hour to readjust for home is one of them -…
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unless Darrah keeps getting immunity -- remember that is how Tina got to the final two survivors ago
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I would definetly require references in the health care industry -- if you hire w/o references and something happens to one of your patients and then info comes out (thatyou would have known from a reference) you will not have a leg to stand on -- l…
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To avoid "compliants" I use the terminology used by the EEOC -- that way there is no guessing. If the ee is offended reiterate to them the form is voluntary and they do not have to complete it -- remember you cannot please everyone. (At one job I…
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Read ADA -- that is why your medical information is kept separate. What do you all do with the medical info upon term of an ee -- do you keep it with the medical files or file it with (or in a separate section) for term ees? I have limited space…
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how did you get such low renewal rates? I am looking at a possible 30% increase!!
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While you may be frustrated you still need to protect your company. Review your attendance policy (if you have one). Is this an attendance problem or an FML problem? If the ee needs FMLA get that ball rolling -- you may also want to review how al…
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Knowing the law is basic but you need to know what your company policies and practices are. If you have a policy that allows for a leave of absence even for new employees you will need to follow that even if there is no law covering it. If you hav…
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It will not qualify as a serious medical condition if she is only out one day. The whole thing sounds suspicious to me -- I would get the medical info BEFORE the leave occurs and if that is not possible make it clear that is not being approved as F…
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She would still have to meet the time requirements of one year to qualify for FMLA
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An FMLA absence is one that has inpatient care plus treatment or incapacity of three days plus treatment by a health care provider. I have not ever seen anything in the regs that says elective procedures do not count. As HR professionals it is our…
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I agree with Marc that the ee may have been underemployed. The job market is changing on a daily/weekly basis in my area - and maybe yours. Besides reviewing your salary information as already suggested you may need to review your hiring efforts a…
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If the employee is under 18 then breaks are mandatory
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You may want to get management to see that employees are hired to actually come to work and do a job and that 1)time off is a "benefit" (aka privilege) and 2) it does cost them money even if it is not cash. I have this issue here and have tried to …
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If you are a small company why don't you just inform the ees of the use of their address for company reasons. If the employee objects don't pass their info along.
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Seniority is the benefit for not switching jobs every few years. While our society has changed I think employees view seniority differently. Where I am currently employed seniority is highly coveted. When I worked in a military town this subject …
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The article had to do with his time not company time. You can request a copy of the article through SHRM's technical assistance -- check their website.
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"they are asking him if he plans on working or not to complete the project" Is he an employee or a contractor? based upon the question above I would think he is a contractor -- as an employee why would they even ask the question. If he is an emp…
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Even with the possibility of another medical condition I would send him for a drug screening if it is within your policy. He may have been drinking the night before and, despite no other symptoms, may still be intoxicated today. I would also revie…
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One of my former employers (a bank) put posters in the employee area showing acceptable attire. they used cutouts from current magazines showing the current styles and had one board showing "acceptable attire" and one showing "unacceptable attire" …
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Your email address could be something such as [email]resumes@hotmail.com[/email] and you could even keep it for the next time around.
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I tell them they are eligible for rehire (if they are. I would not promise anything to anyone.
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I agree with whatever and sounds like you have a mess on your hands. Not only do you need to kick this into the W/C and FMLA arena you should probably call your legal counsel or someone higher in HR (?) If that is you and you are new to HR you may …
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I am not "union-wise" but if "The contract states that the ee must meet the qualifications of the job" and neither candidate meets the qualifications you don't have a qualified candidate to transfer. I think management should have done all of its …
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And they say money can't buy respect -- I will remember that next time I am asked for a severance recommendation.
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Has the reason you have been fairly lax in your policy gone away? If not you will have a new policy that you don't follow.