Still Need Coffee
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I think this should be incorporated into our corporate wellness program...
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We do not do random testing on everyone. The only time we do random testing is if we have someone who doesn't immediately pass their initial drug screen due to diluted sample. In those instances, we will schedule random screenings for a few months. …
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I'm not surprised, but frankly I'm thankful. It's not like we don't have enough to deal with on a daily basis!!!
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I just finished a huge proposal to the CEO and CFO on this very issue - it took about 6 months to put together, so keep your fingers crossed! Currently, only certain departments have flexible work arrangements, depending on job duties. Of those dep…
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Unfortunately I don't have any advice on that, but have you tried checking with your payroll provider? They may have some recommendations. Also try checking with the local DOL. Good luck!
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I would give them 2-4 weeks notice, along with some sort of communication for why you are making the policy change. I find that communication can be the difference between an unsuccessful policy change and full participation! I'm curious about the …
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I definitely will! I've met Tony before at HR Hero conferences, but hadn't yet met Celeste or any of the others.
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@vheller - I have an FMLA decision tree that helps you decide if the situation meets the "serious condition" qualification. PM me email address if you want a copy.
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Same here, but we do have an special employment category for them that exempts them from all but legally mandated benefits (meaning, they aren't eligible for things like health insurance, PTO, etc).
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Is there any sort of ADA issue here? Your comment of "The DON does believe she has the medical condition so that is not the issue." could possibly fall under the "regarded-as" doctrine, so be careful! If there is an ADA issue here, I'd ask these qu…
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I don't believe you can cover the daughter's daughter, as the daughter's daughter would not have been eligible for coverage under plan rules, as she is not a dependent of the employee. Unless, of course, your plan allows covering grandchildren (whi…
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First, I'd ask for a doctor's note stating that she is able to perform all job duties (make sure you provide a list of said duties) with or without restriction. You can mention to her that you've noticed she isn't performing her regular duties, and …
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Hate to say it, but we actually had something similar happen at our company - not an offer to employees or anything, but a joking conversation between our CEO and a long-term employee ended up with the employee getting a tattoo of the logo and the C…
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Things like this make me groan. On one hand, there is value to the camaraderie that comes from joking around and even office pranks, but like anything, you have to know your audience. You can't just joke around with anyone, and when you do joke with…
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Nae brings up a good point here. FMLA doesn't give employees carte blanche to do what they please without regard to work rules. If the employee (or supervisor) didn't follow procedures here, or broke a work rule, it would be advisable to address tha…
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Personally, I think she's got a case!
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As always, Nae has good advice. Lay it out for him and see if he shapes up, otherwise he's going to have to ship out.
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Is the employee able to perform all job requirements and still maintain their beliefs (i.e. interaction with female clients, customers, etc)? If you use the EEOC for guidance, the question becomes, would accommodating them cause more than a de demi…
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I don't know why, but this thread really made me laugh out loud. I am such a terrible person!
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We had it happen once, and promptly fired the employee. We actually require, as morbid as it sounds, some sort of "proof" such as a death certificate, program from memorial service, obituary, etc before bereavement benefits are paid.
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Actually, accounting is a big reason WHY we're considering it, because then there are no balances on the books to pay out upon termination. Currently we have several highly compensated employees with high balances, and it is definitely a huge impact…
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I stumped the forum!!!!
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As a side note, I had the same surgery in November on a Friday, and was back in the office the following Wednesday....granted, every surgery is different, but a typical arthroscopic meniscus surgery generally requires just a few days off work. As o…
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Sorry, I've never dealt with this either, and in fact, this is the first I've heard of such a plan. Let us know what you find out!
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It all depends on the state you live in, and you can find all the info on your state's department of labor website. As for the Federal requirements, all those items are listed on the DOL's website as well. The great thing about the posters is that …
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Speaking of old favorites....Hoosiers?
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My question would be, what do you have in writing? Many companies have documents that are signed when an employee is assigned/checks out equipment. Also, what does your handbook say? Many states do not allow deductions to pay unless you've got it i…
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If you do a search on the forum for "smell at work" or "perfume," I believe there are several past threads similar to this one. If those don't answer your question, I'll try to think of something else!
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I'm confused as well....why wouldn't this have been work comp? Injured at work is normally a big cue for me.
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We keep everything until termination, so we have some very thick folders for long-term employees, some very thin!