HRanna
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- HRanna
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I know this posting was from last week, but I need to put in my two-cents worth. We were at the Ohio State Fair last week, while you all were sitting in your air conditioned offices. My kids (three daughters) were in 90-100 degree heat, wearing je…
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O.K., instead of Those Who Should Not Be Named, why not just call them Voldemort?
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I had to reply, since this subject is near and dear to my heart at the moment. A few months ago my husband and I found out that we were not done having children, as we insisted, and our third daughter is due in December. Being a (late) 30-somethin…
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I understand that good PR can go a long way toward positive feelings about HR's role in the company. So what? Seriously, no sarcasm intended, why should I care? When I was interviewing for this job, my (then prospective) boss asked me how I would…
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Nicole: I've been away from the Forum for a while, and imagine my surprise to see this thread waiting for me when I returned! Despite what happened at The Game -- GO BUCKS! As for the Michigan fight song, if anyone wants to see the alternate vers…
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We don't really do anything here at work, but I wish we would! I posted a question a while back asking for ideas for a costume (for a party at Disney World), and got some interesting stories. My husband and I finally decided to go as Steve and Joe…
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My husband's name is Roy, and his family tradition is to name the first son after his father, so he was convinced we would have a Roy, Jr. R.J. for short. Not too bad, but I'm glad we had two girls anyway! I have a friend who's son is Jonah, and …
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My main problem is that I have to cover everyone from entry level factory labor to our President. I've gone the gift certificate route about every other year, and this year I have to do something else. Maybe I can just get myself the Coach card ho…
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Thanks for all the support. And thanks for reminding me that this is something that should not be easy. Given the choice, I would not want to become hardened to the fact that we are here because of the people. I started today by helping out a few…
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I just completed a wage and benefit survey that included 33 employers in our four-county area. The average increase given over the last year was 2.6%.
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My point stands: how is making the 12 weeks part of the 26 weeks an adverse action? You are not taking anything away. You are adding seomthing - FMLA requires a minimum of 12 weeks, the company gives more than that.
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If the company promises 26 weeks of continued benefits, why can't the 12 weeks under FMLA be part of that? In doing so, you are not decreasing their benefits in any way, you are simply providing more than FMLA requires. FMLA does not say the 12 we…
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If I understand correctly, you were asking if the 12 weeks of FMLA can run concurrently with the medical leave allowed by your company policy. The was you explain it, your company policy allows medical leave to extend beyond the 12 weeks allowed un…
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Yes, FMLA leave can run concurrently with your company's leave policy. So the 12 weeks of FMLA can be part of the 26 week period, not in addition to it. But check your company's policy to make sure you don't have anything in place that would prohi…
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Yes - time spent as a "temp" before being a permanent hire does count toward FMLA eligibility.
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Thank you, everyone!
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Thank you to everyone who responded. My local Empliyers Association legal team has advised me as Mushroom indicated -- a temp agency and their client (me!) may be considered Joint Employers based on the nature and degree of control of the workers. …
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Why not have them sign off on their time sheets? Because we know we are paying them correctly, of course! We wouldn't possibly make a mistake, would we? And no one would ever challenge us! Just kidding. Seriously, I was thinking back at the fou…
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You are going to want to look at state laws in both states. In Ohio, there are no regulations that require you to give breaks, nor are employees required to take a lunch break. If a non-exempt works through his/her break, you are, of course, requi…
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When we receive such a call, we require the caller to identify themselves and explain the nature of the emergency. We explain that, while we are very willing to get someone in case of an emergency, we want to be able to explain what the call is abo…
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Not to put a damper on anyone's good intentions, but there are two issues to keep in mind. First, bonuses like this, over $25 in value, are taxable income. The only way I have found around this is to offer clothing/promotional items with the Compa…
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We also run four ten-hour shifts. "Third" shift goes Sunday night through Thursday night, and works 7:30-6:00. First shift works Monday through Thursday 6:00-4:30. Overtime is worked on Friday (Thursday nights for third), which gets them out of h…
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Before you read this, remember you ASKED for replies. At a previous employer, we had this problem, even much much worse than you describe. We tried everything, from the trashcans in the stalls to postings in both english and spanish in case the me…
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Yes, only in Ohio. Definitely appeal the decision if it was made at the District Hearing Officer level. There are some DHO's who are notorious for always finding for the employee (there's one in particular in Toledo who...well, O.K., never mind). …
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We all know when terminating, the best thing to do is to keep it short and sweet -- get to the point, do not allow the employee to debate the decision, communicate pertinent information and get them out. However, I have definitely learned in this j…
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Of course, people do receive personal calls at work. Depending on the timing, you do not want to be the person telling someone their closest friend has passed away. I'd simply not tell anyone I didn't have to tell (and I'd limit that to co-workers…
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Also, check with any trade organizations to which you belong -- they may offer the most up-to-date posters for your state for a nominal shipping fee (our local Farm Bureau offers them for the $2 it costs to mail them).
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It sounds a bit simplistic, but I use a training matrix. Create a spreadsheet showing each employee across the top, and each job/position/work station down the side. Fill in the corresponding boxes for each employee for the jobs for which they hav…
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Just a few things to keep in mind for drug testing. A "random test" (as defined by DOT and most drug-free workplace policies) must be truly random -- you must have a randon method for selecting people. This usually means a computer program that sp…