HRCalico
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Thanks, Marc, and all who responded. Now that I have our "holiday party" behind me with no major mishaps, I am breathing easier already. I have created a form to request an extension of unpaid leave, and have tried to incorporate the suggestions. …
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[font size="1" color="#FF0000"]LAST EDITED ON 12-08-05 AT 02:57PM (CST)[/font][br][br]The good news is I finished the post and went to lunch, and when I returned, he had dropped off a note. (No work until further notice.) :>) Another note said…
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You don't say, but I hope this isn't a case of cultural differences where the employee doesn't understand or is misinterpreting FMLA. Especially if there is a language barrier . . . And the intermittent leave - that wouldn't be to help coordinate h…
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I think he means 1 year employed, 1250 hours, etc.
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I don't have a lick of advice for you but to wish you luck (that's a hairy situation!) and tell you that you this should be posted in the new ADA/FMLA/WC forum. In theory, you should be able to copy/paste or you can contact the forum's best friend,…
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Thanks, KP, but we don't enroll in disability until after 1 year. I am working on updating our attendance policy, though, to try and head this off the next time. I'm pleased to say that said employee has been at work faithfully since my post. Thi…
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Thank you for the calming input. I seem to have had weird situations poping up all over this week, and I overreacted. Boy is that a load off my mind!
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Thank you, Anne. I had already printed the FMLA special report, and just started looking through it - in fact, it was raising questions because of this part: According to the regulations, if you fail to provide the required notice to an employee, …
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As the employer, do you know if you actually get this information when you get a resume? Perhaps they ask for it for their own records, but do not pass it to you. I'd give them a call and express that concern - it's legitimate, and could really ca…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-01-06 AT 06:42PM (CST)[/font][br][br]This doesn't help you at all right now, but our policy is that salaried employees only use 8 hour increment vacation days when they want the whole day off. If the…
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Would it be considered tresspassing and could you call the police? Of course, that wouldn't keep them from setting up shop directly across the street, but your employees would probably be less likely to stop and listen once they're already in the c…
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Hi, RK. Have to be honest, I'm assuming that an LLC is the obvious - Limited Liability Corp? I'm not familiar with the ins and outs of that type of law, and it's pretty specific. I'd recommend consulting an attorney, preferably the one that drew …
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Hate to see you go without a reply, Katy Lu, but I haven't had any direct experience with them either. You might do some poking around over on the FMLA board - I can't say I understand it well, but I believe an employee that is on FML complicates a…
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Nope - not an odd question. There's a funny line between theirs and ours when it comes to temp employees, and I'd guess that CA complicates matters. :>) We have our temps use our time clock and computer labor tracking system. Then every week,…
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We do exactly the same as Ray. I think you have put your employees in kind of a tough position - they will either be forced to take unpaid time during shutdown if they use their vacation, or if there's no shutdown, they'll lose their vacation. I w…
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Our production staff is working 9-10s right now (if schedule allows, they have every other Friday off). They still get vacation based on a 40 hour week (2 weeks = 80 hours) and holidays are paid at 8 hours. We allow them to choose if they prefer t…
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Forgot to mention that we also make available safety glasses that fit over prescription glasses. We do require that employees satisfactarily pass 60 days before we'll pay for safety glasses, too, so that is what they have to do unless they already …
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Our policy reads that the exam is at the employee's expense, unless a customer specification requires a copy of the exam to be kept on file. The ones that fall under those are our quality department and our two solderers. You may wish to update yo…
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I'm not sure if you're asking ME, but I'll take a stab at it. :>) I probably would have handled it the same way that you did the first time - pay it out and then term. If you don't want them to use, or don't think they should use, or aren't pr…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-16-06 AT 02:54PM (CST)[/font][br][br]I'm going to provide a slightly different perspective, mostly because I want in on this to find out how this plays out! We have a 1 year wait on STD and a 2 year …
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Thank goodness for EAPs. You may wish to spend a little time talking with them yourself - the caregivers need to remember to take care of themselves, too. Hopefully tomorrow will be a better day - we know the sun will come up, but I hope it brings…
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Can't remember what official person told me this, but I had an EE that went to see a doc regarding a repetitive motion shoulder injury on 12/31/03. He ended up having surgery in August of 04, and I was instructed to put the lost days on my 2003 for…
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Dixie, thanks for that link! Since the DOL revamped their site, I have not been able to find a thing. One thing that stuck out for me in your post though - (I'm guessing it's a typo) - this is pasted in from that site: The individual then has 60 d…
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Drop me an e-mail at [email]lkuehn@rpm-composites.com[/email] if you'd like a copy of my excel sheet (I'm at home now). It really is very simple, though. I use one tab for each employee, putting the current ones on top. I then start with 12 weeks…
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I understand what you mean and also prefer to give notice when changing policy. However, I (with agreement from management) have been known to push for some retro policies, usually when it benefits the employee. Example - we changed our vacation p…
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I concur with Ray and Beag - if they do not answer it, you (or someone else) can guess. If I am in the office, I at least spend minute with each applicant, look over their app, and see if I have any questions, so am able to guess. If you're strugg…
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I agree with the others, the only thing I wanted to add is that the wheels can turn VERY slowly on these sorts of things. I once had an employee turn her renewal paperwork in at least 60-90 days before it was due and when I left the company a few m…
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I haven't had any direct experience in this, but at a previous job (before I worked there), there was an exempt employee who had his license suspended for a DUI. He did a fair amount of traveling around the state in the course of his job. I believ…
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I haven't heard of that, and I question the legality of it. Glad I'm not HR for any of those gas stations! We have employees initial a statement on the signature page of their handbook stating that Company can deduct funds owed by Employee to Comp…
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I don't know that there's a law on this, either federal or AZ. Hopefully someone else might know. I'd say you're doing the right thing by sending them a check now. I'd hope that they will just be glad to get the money and wouldn't come after you …