mbaker01
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[quote user="TXHRGuy"][quote user="mbaker01"] The DOT puts a great deal of responsibility on the employer to ensure the employees who are going to be operating commercial vehicles are in fact licensed to do so. The date of birth on the DOT applica…
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The DOT puts a great deal of responsibility on the employer to ensure the employees who are going to be operating commercial vehicles are in fact licensed to do so. The date of birth on the DOT application is allowed because an individual must be a…
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Thank you very much, Stephen for the clarification.
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In speaking with a local EEOC officer, I have found the information I relayed from the webinar is outdated. An employer is allowed to confirm there is/are H1N1 cases within the workforce, but the employer cannot identify the person(s) who are infec…
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Good points. I reviewed the webinar again. Stephen Woods did preface his comment with "if there is no state law prohibiting the disclosue." He very pointedly stated that when there is a confirmed H1N1 case, the first thing you do is clean the infe…
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[quote user="bwojt@menv.com"] Hi, A few of our employees have been diagnosed with H1N1. We have posters, emails, etc regarding the flu and encouraging people to stay home if they are feeling ill. We also provide employees with a very liberal work…
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[quote user="jodijrl33"] An employee is using the internet at work to access social web sites (myspace and facebook). Can the application on Myspace Texas Hold Em be considered as gambling? Also this employee downloaded Limewire which allows d…
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[quote user="jodijrl33"] An employee is using the internet at work to access social web sites (myspace and facebook). Can the application on Myspace Texas Hold Em be considered as gambling? Also this employee downloaded Limewire which allows d…
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Sounds like a situation in which you want to get your legal counsel involved.
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Are you trying to build a communication method in which you can notify employees of company changes, benefits enrollment, company function announcements....? If you already have a company intranet site that the employees have access to, why would y…
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State law may prevent you from declaring this as a personal activity. You need to look at more than just FLSA on this matter. You need to look at what your state law dictates. In the state of Indiana an employer can be charged a Class B Misdemean…
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[quote user="edaffin"] What is common practice as far as letting Workers' Comp pay the employee or the company paying the employee? This employee has been with us for a while so she has about 2 months of sick time. Can I legally let her use her s…
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Be very cautious about saying that you are not required to keep the individual covered under your group health plan just because their FMLA has exhausted. W/C laws are equally as protective of employees. You want to be very careful, especially in …
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I am a little confused. Are you a health care provider? If so, then you should follow the same HIPAA regulations that you follow for any other medical exam. If you are not a health care provider, then what are your credentials for conducting a me…
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I believe the pay practice you are looking for on Group 1 is the "Belo" Contract.
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Survey Monkey is pretty effective. http://www.surveymonkey.com/ It is not that expensive either. It has a lot of features that may prove useful for your analysis.
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You can certainly call USIS and find out if they can offer you some assistance and point you in the right directions at no charge.
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USIS is an excellent TPA for background checks and can provide the education, training, and support necessary www.usis.com
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[quote user="hbarnes"]Question if I have 48 employees plus some from a Temp agency do we fall under the FMLA law?[/quote] Yes. FMLA Regulation 825.106 (d) states that employees jointly employed by two employers must be counted by both employers wh…
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I believe we are all saying the same thing :-)
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There is no employment law or privacy issue to keep the new manager from reviewing the files of the employees he manages. To maintain control of the files, you may require that he review the files in the HR Department or in the HR Manager's presenc…
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I've never heard of it being "wrong" either. Not sure where that information came from. Good luck with that.
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If that is the case, then you are fine to incorporate into your current holiday policy that employees must work the day before and the day after the holiday in order to receive pay unless they are using a pre-planned PTO day or have jury duty, berea…
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Usually employers require employees to work the day before and the day after a holiday to receive holiday pay to reduce/eliminate people calling in sick before or after a holiday. Most companies allow their employees to use planned vacation or pers…
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This has been a hard concept to grasp for many managers I've come across in my career. The only difference in the context of the warnings is how you document it and communicate it to the employee: Verbal or Written. Documentation of a verbal warni…
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Good afternoon. My first suggestion would be to track and then document how much time daily you spend on the payroll function. Secondly, I would reach out to ADP or Paycor (two large payroll providers). They will jump at the chance to prove the RO…
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[quote user="heatherv"]We have a highly compensated employee that manager ment does not want to work 40 hours so they let him come and go as he pleases. He has a schedule but does not follow it. He comes in early or late without notice and takes h…
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ADP and Paycor are two sources you can begin with. ADP: 1.800.225-5237, ext. 411 ; Paycor: 1.800.381.0053
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Are you looking for an outsourced system or an in-house system?
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Here is the actual regulation for unforeseeable events. I bolded and underlined key aspects pertaining to your situation. I hope this helps clarify what the others previously stated. 29 CFR 825.303 - Employee notice requirements for unforeseeable …