Chicago1
About
- Username
- Chicago1
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
No, I did not use SHRM's system, so I cannot tell you anything about the effectieness of that. I needed to self-study, so I purchased some books on the exam and created an outline to study from.
-
I recently passed the SPHR exam, and I think the biggest help was taking practice tests several times. It helps get a sense of timing so you complete the whole test. Also, reading the explanations when I had incorrect responses was very helpful. …
-
I should add that I just learned that employers don't need to post the notice until Jan. 31, 2012.
-
Yes, you should post the employee rights poster. See the NLRB's website at https://www.nlrb.gov/poster.
-
My friends on the East Coast said it was over before they realized what was happening. It's such a rare occurrence, that most people were unsure what it was or what to do. Makes me wonder if our employees should be trained on how to respond to eve…
-
You are correct. The 75-mile radius language only applies when determining whether an employee is eligible for leave. Employers are covered if they meet the 50 or more employee requirement (no geographic limitation). You can find this in the regs…
-
For religious accommodation, you can claim undue hardship if would require more than ordinary administrative costs. The EEOC does encourage employers to try to find voluntary substitutes or employees who would swap schedules with the person who nee…
-
You can take FMLA to care for a child 18 or over if the child is "incapable of self-care because of a mental or physical disability" at the time that FMLA begins. It's likely FMLA will apply in this case, because the "Incapable of self-care" can mea…
-
Thanks! I'll check it out.
-
If you believe the employee is lying or committing fraud, you should follow your normal discipline/termination procedures Make sure you treat this person like any other employee or you may end up with an ADA or discirmination complaint. Also, do …
-
I'm not aware of any law, but if a significant number of your workers cannot read the handbook, it would probably be a good idea to get it translated. If you terminate someone in a protected class (e.g., national origin) for violating a policy and …
-
As long as she voluntarily resigned (retired), I don't think the employer is under any obligaton to allow her to rescind the resignation. Once an employee resigns, I don't see how it could be an adverse employment action to insist on accepting the …
-
You can find some great information on preventing and preparing for different kinds of flu outbreaks on flu.gov.
-
Employees must complete and submit a state Employment Development Department (EDD) claim form DE 2501 to EDD in order to receive Pregnancy Disability Leave (PDL) benefits. The form is available online at the EDD’s website (http://www.edd.ca.gov/Disa…
-
Background check records can contain confidential information, so you want to make sure you take steps to limit access to them. They should be kept separate from the general personnel file.
-
I would say that you should do both. Remind the former employee and make the new employer aware of the agreement --it's possible that your employee never mentioned it to the new employer. You might also want to give your attorney a heads up on the…
-
Private employers are not obligated to provide any holidays, so there is a lot of discretion here. Your company can change the holidays, but, as you say, the best practice is to give employees advance notice and to have them sign an acknowledgement …
-
A good place to start would be the New Zealand Department of Labour at http://www.dol.govt.nz/.
-
Make sure you know your state law in this area. Some states require advance notice to employees before you monitor their activities. In any event, having a policy stating that computer use may be monitored is a good idea.
-
SFBay is right. SOX does not require you to insitute timekeeping for exempt employees, although some employers do require exempts to keep track of their time. SOX requires you to have procedures in place to prevent unauthorized payments.
-
I don't know if this will help, but BLR has a Performance Appraisal and Salary Adjustment Worksheet at http://hr.blr.com/timesavers.aspx?id=1868. You may need more specific input from your CEO if nothing you are providing is satisfying her.
-
Under Nevada labor regulations, an employee may voluntarily agree to forego any rest period or meal period, but the employer has the burden to prove the existence of any such agreement. Your best bet would be to have a written agreement with the em…
-
TXHRGuy's answer still applies. Private employers in CA and AZ are not legally required to close on any holiday. Also, nonexempt employees do not have to be paid for hours not worked. You can adopt a different policy, but the law gives private em…
-
Hi, Normally, one of the postive things about a furhough is that furloughed employees keep their benefits and wage levels. Usually, employees would know how long the furlough will be--i.e. a week, a month, etc. As long as your empoyees are at-will…
-
Why does the employee want the back cushion? It's possible that you've got an ADA issue here--in which case it would not be a good idea to reject her request, unless you can show undue hardship--which is a pretty high standard.
-
We avoid using social networking sites to screen candidates. I agree that potential liabilities outweigh the benefits. You could end up with candidate saying they weren't chosen because you knew their race, nationality, disability, etc. from the s…
-
The DOL's Q&A on the COBRA premium subsidy does not state that any poster is required (just the notices you already know about). However, employers can obtain a Job Loss poster from the DOL at http://www.dol.gov/ebsa/COBRA.html. That poster di…
-
Wow. Now on top of possible OT claims, you may have discrimination claims if the discipline and termination are meted out without any guidelines. I wish you luck with this and hope you can convince the powers that be to rescind this policy.
-
What would concern me is that hourly employees have to be paid for time worked. Once you let employees run errands and do nonwork business on company time, you're essentially paying them for nothing. In additiona to the OT issue you mentioned, why…
-
I've read about cases where an office romance ends and one party claims the other is or has been sexually harassing him or her. It could be that one person doesn't want the romance to end and the other person views the continued attention as harass…