Jen Carsen
Jennifer Carsen, J.D. is a Legal Editor for BLR’s human resources and employment law publications, focusing on benefits compliance. In the past, she served as the managing editor of California Employer Resources (CER), BLR’s California-specific division, overseeing the content of CER’s print and online publications and coordinating live events and webinars for both BLR and CER. Before joining CER in 2005, Ms. Carsen was a Legal Editor at CCH, Inc. and practiced in the Labor & Employment Department at Sidley & Austin, LLP in Chicago. She received her law degree from the New York University School of Law and her B.A. from Williams College. She is licensed to practice law in New Hampshire.
Areas of Expertise:
COBRA
ERISA
Flexible Benefits/Cafeteria Plans
Health Care Benefits
HIPAA
Areas of Expertise:
COBRA
ERISA
Flexible Benefits/Cafeteria Plans
Health Care Benefits
HIPAA
About
- Username
- JenCarsenBLR
- Joined
- Visits
- 14
- Last Active
- Roles
- Benefits & Leave Feature Editor
Comments
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Thanks very much for your question. In New York, every person employed in connection with a factory must be provided with a 60-minute break for a midday meal between 11 a.m. and 2 p.m. Other workers who work at least 6 hours must get 30 minutes off …
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Thanks so much for your comment, Randi!
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Hi Randi--It depends a lot on the specific circumstances, including whether the employee has signed any kind of agreement, as well as what state you're in. The employee's state of mind can also come into play (e.g., negligence vs. out-and-out theft)…
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Thanks for your query. While specific laws vary from state to state, employees generally have the right to examine their own personnel files, subject to reasonableness restrictions (e.g., you would not have to open the office at 5 am to allow an emp…
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This is an interesting thread. It all, as always, comes down to whether an applicant can perform the essential functions of the job, with or without a reasonable accommodation. Weight is not generally a legally protected category all by itself, but …
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Oh, I love this thread. I am not an HR professional, nor do I play one on TV, but my impulse would be to do what I do when my small children are misbehaving: Take away the problematic toy--the coffee pot(s)--and let people fend for themselves and Th…
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This is such a hot topic for so many employers that I wanted to chime in. It is absolutely true that not everyone is cut out to work at home, and not every job is a good fit for telework, either, even when it's technologically possible.On the other …
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Here's a more recent article: The 6-hour workday seems to be catching on more widely in Sweden!http://fortune.com/2015/10/01/sweden-six-hour-work-day/
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I would also add that a widely distributed email could be somewhat alarming to other employees who aren't aware that the employee on leave was explicitly OK with sharing all the details--"what are they going to tell everyone if *I* need to go out on…
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I would also add that sometimes, if an accommodation is relatively cheap and simple to provide, it may make sense to just go ahead and do it--far better to just go out and buy, say, a $20 lamp than spend hundreds or even thousands of dollars in HR t…
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Hi Christine-It can certainly be difficult to retrieve company equipment in this situation!When an employee destroys company property or fails to return it after termination, the employer's ability to recoup the loss through a payroll deduction is e…
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Hi Monty-This is very much a case-by-case thing. I would say the usual protocol is termination via phone call with some kind of certified letter to follow up and document the conversation. If, of course, the worker is remote but fairly local, having…
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It's also worth mentioning that employees are far more likely to actually get those flu shots if they're offered at work (so convenient) and better for your productivity and morale if employees aren't home sick with the flu!