Cheryl S SPHR
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- Cheryl S SPHR
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In some public restrooms, you will find a sharps container for the disposal of needles used for medical purposes. Perhaps you can install one with the appropriate instructions. Training your cleaning staff on disposal may also be appropriate. You…
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I would ask only for the documentation I would normally require for proof of marriage. Nothing more; nothing less.
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Legal -- I don't know. Ethical -- I don't think so!
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I read that same article as well this week. It was a surprise to me as well. This is not the source I read, but it is about the case. http://www.bna.com/ninth-circuit-upholds-n17179882480/ Thoughts?
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I don't have one for you but I am interested in your thought process about asking an independent contractor to sign a non-compete/non-solicitation agreement.
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It would seem reasonable to me that you allow her the typical break time as you give other employees. Any time she takes over that can be made up by her (short lunch, come early, stay late) or deducted as vacation leave. I do not believe there is …
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I would say "it depends." In South Dakota the validity of electronic signatures is addressed in state statute. In general, they are considered legitimate.
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I can speak of my own experience. We do not have a formal flexible work policy but do have a policy on alternative work schedules that allows employees to work non-traditional hours. My recent personal experience was my employer allowed me to work…
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Nae, the title of your post gave me my first laugh of the day -- thanks!
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I never had that happen! People would either make a monthly contribution through payroll deduction or a one-time contribution. We did not require any certain amount.
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We did this at a former employer I worked for. We asked employees to take their birthday off within one week on either side. In our timekeeping system, we had a special code so this was not counted as hours worked for OT purposes. It was a nice l…
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I agree with the others as well. Here is what I use as my guide, "When in doubt, fill it out!" Welcome to the forum!
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The Job Accommodation Network (JAN) is a good resource for information on accommodations. You can find them at on the web at askjan.org
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It worked for me -- I just clicked on it.
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Unbelievable!
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Oops -- after re-reading your post, I'll bet you are thinking of the thread title, not your title. When I click on reply to post, I do get a title option above the message section.
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I looked at my User CP and it looks to me like you can still edit it in your profile.
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I like that idea!
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Hmmmm.... Good point! I do hope to be back on the forum again. I have found the forum invaluable. Amazing how everyone's "personalities" come through, even though you never really know them in person!
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We use four tiers -- generic, brand formulary, non-brand formulary, and speciality. Specialty are priced at co-insurance of 50% with a minimum of $150, maximum of $450 for a fill.
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I'm impressed! We are self-funded and I don't expect to get a decrease. Our reinsurer is haggling over rates and we still don't have a quote even though our open enrollment is in December. Dental was down slightly.
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I agree as well -- I am thinking FMLA comes into play for absences of 3 or more days. Even if it were FMLA, that does not mean more paid time off. I would look at whatever PTO applies and, if none, them perhaps LWOP. However, if the employee is e…
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I agree with the others -- regardless of how you feel about the flu shot personally, requiring them puts you on a slippery slope. I have some employees that do not believe even in childhood vaccinations. Tread carefully and I like the idea of cons…
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I call it an advance -- others might call it a loan. In our case, we changed our payroll period dates. We used to pay on the 25th of the month through the end of the month. Then, we changed to paying on the same date but only through mid-month (s…
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We allow one to five days, depending upon the relationship. For example, an uncle or aunt, niece or nephew would be one day; a spouse would be five days; a parent is three days. They are outlined specifically in the policy.
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I too don't quite understand. Typically, an "employee" would get a W2 rather than a 1099. But, an independent contractor would get a 1099. Please clarify if you haven't gotten your answer yet. Welcome to the forum!
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I agree with Nae.
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We also handle them the same as regular wages.
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I agree with the approach and with Sharon's additional comments.
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I do not ask for certification for "obvious" situations such as the birth of a child. Our organization is small enough that I would typically know if someone or the spouse is expecting a child.