Joy1
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What state are you operating in? Sometimes state law controls in these cases.
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The electronic monitoring section says: To effectively lower an employee's expectation of privacy, in all areas where videotaping is allowed, the employer should post a notice that video monitoring is in use. This notice will serve as an added bonus…
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What state are you operating in? Some states have laws that specifically address this.
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Have you seen http://www.eeoc.gov/employers/eeo1survey/index.cfm Thsi may also be helpful: http://www.eeoc.gov/employers/eeo1survey/faq.cfm
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I think the answer depends on the law under which the employee is being sued. Some state laws allow for individual liabililty of non-manager/supervisors for things like torts (wrongs) like breach of contract etc. or personal torts (defamation, etc.)…
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In MA , if maternity leave is unpaid, the employee must be permitted to use, concurrently with the maternity leave, accrued paid vacation (PTO) or personal time. For vacation or personal time, an employee may voluntarily use any accrued vacation or …
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You are right that the resignation is of no significance as to reinstatement. The employee still has the right to reinstatement at the conclusion of USERRA covered leave. However, I think if his resignation is in writing and uneqivocal, he may be re…
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Cappy- TX law mandates that a mother is entitled to breastfeed her baby in any location in which the mother is authorized to be. Although the state law doesn't specifically mention employers, it can be construed to include places of employment, give…
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I do not believe that there is a legal "rule" per se (unless you are subject to either a CBA or other contractual posting requirements). I think reasonableness is the standard, based on either an employer's policy, access to postings, the type of jo…
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Unfortunately, your predecessor really got it wrong. DOL has made it clear in its regulations that the employer may make deductions from the employee's salary for any hours taken as intermittent or reduced FMLA leave within a workweek, without affe…
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Would you handle an ex-husband who was calling his ex-wife/employee the same way? If the ex is love-lorn (does not appear to be threatening)? What is the employer's obligation in this case?
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My advice to you would be DON'T QUIT. Instead, use any complaint procedure set up in your organization for discrimination and hostile environment cliams. File a formal, written complaint and let them know you are serious. A word of warning -- judgin…
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Sounds complicated - you might want to try contacting the TX state WC agency at For additional information, contact: Texas Department of Insurance Division of Workers' Compensation 7551 Metro Center Drive, Suite 100 Austin, TX, 78744-1609 512-804-…
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Maybe this is why entertaining at home is becoming a lost art!! [;)]
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FMLA also now covers leave for employees with family members who are in the military service or called to active duty and have a "qualifying exigency" (which hasn't been defined yet -- again waiting on those regulations). FMLA was also recently chan…
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Agree with other posts - it will also be highly relevant what her medical provider says about the likelihood that more leave/accommodation will help her to return to work. An accommodation is only reasonable if it is reasonable likely to allow her p…
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My husband's company has a sharing policy too. On his last trip, the conference was at a resort with 2 bedroom townhouses and the only other co-worker he was going with was a 21 year old female intern. Seemed wrong to me and I told him so. He switch…
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How about using the I and II method for demonstrating seniority among Sr. Managers (e.g, Sr. Manager II is above Sr. Manager I)
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Great advice ITHR . . . the reason an employee leaves often has nothing to do with money. We should also avoid the trend that employees catch on to that in order to get a raise, an employee has to threaten to leave. If the employer is proactive in r…
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http://www.ssa.gov/OACT/COLA/latestCOLA.html
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I believe that allowing an outside organization to solicit on property may open you up to a claim that other outside organizations may also solicit (i.e., unions). I am not aware of any exception for benefits fairs or the like.
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Thanks - a little diplomatic, direct comunication seems to have done the job (for now) . . . although the Corleone approach is tempting . . . .
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I would click on the safety.blr.com link at the top of this website and ask in the safety forum there. . . .
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EEOC document is at http://www.eeoc.gov/policy/docs/caregiving.html The EEOC claims that their guidance creates no new responsibilities for employers, but it seems pretty expansive. Probably a few things in there that most employers weren't aware of…
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I think the test should be based on exactly what type of writing the position requires. For example, we have some employees who must "decode" legal documents and court decisions into writing that our customers can understand. For these positions, we…
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Great idea!! ;-)
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Hey Johnny - I have to respectfully disagree with you. I think that saying Halloween is only about trick or treating is like saying Easter is only about colored eggs and bunnies. There are underlying (and major) religious reasons for each of these h…
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If you look at the regs, you'll see that NY Giants is right.
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How about some training? There are a zillion courses out there for this type of thing, and many are pretty effective.
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Not knowing the specific language of your contract, and whether there are any clauses that provide exceptions to the hours requirement, it is tricky to answer your question. However, if there are no exceptions and the hours requirement in the contra…