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JEP123

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JEP123
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  • Assuming that you have already determined that the employee is covered by FMLA...  I would think that you might be in a sticky situation.  If the employee is ready and willing to return to work and has a doctor's release specifiying any restrictions…
    in FMLA Comment by JEP123 March 2010
  • Why can't you serve healthy food?  You could provide fresh fruit and veggies, salads, etc...  From a Health and Wellness perspective, we host montly trainings by a trainer from the gym we partner with on various exercise and nutrition topics.  It is…
    in food-free morale events Comment by JEP123 February 2010
  • That's fine for application signatures, but for background investigation authorization the disclosure and signature must be on a stand alone document, not included in the application, per the Fair Credit Reporting Act.  The info on Background Checks…
    in online employment application Comment by JEP123 February 2010
  • I definitely would stick to the policy of only discussing work related information with the employee.  I used to work HR in a retail environment and had parents call me to complain about scheduling of their son/daughter, time-off, pay, etc.  I just …
    in Mother of Employee (who is under 18) Wants Personnel Information Comment by JEP123 November 2009
  • I don't see a problem with different eligibility requirements for similarly situated groups of employees.  It is concerning that you don't notify employees when they become eligible.  That is usually standard practice, but I don't know of any legal …
    in Unethical? Comment by JEP123 November 2009
  • I'm a bit surprised by this.  How can an employer forbid an employee for looking for another job, unless they are using the employer's resources--time, computers, paper, copy machine, etc?  What are they trying to accomplish by trying to discipline …
    in Employees posting their resumes... Comment by JEP123 November 2009
  • We are not subject to SOX, but due to recent changes in the law (Lilly Ledbetter) we are keeping timekeeping and payroll records indefinitely.  We do have our exempt employees complete timesheets.  What if you find out down the road that a certain p…
    in Time Keeping and Sox Compliance Comment by JEP123 November 2009
  • We just purchased Cyber Recruiter by Visibility Software, http://visibilitysoftware.com/ .  Worth checking to see if it works with your HRIS system.  I know that it works with Abra and HROffice, but not sure what other HRIS systems it might…
    in Applicant Tracking HRIS? Comment by JEP123 August 2009
  • I agree with you 100%.  Do you know of any case law, opinion letter, etc that supports this?  I've looked at all of my resources and searched the internet, but can't find anything concrete.  BTW, we are in WA state and our Family Care law specifical…
    in FMLA--Travel to Care for a Parent Comment by JEP123 July 2009
  • Check out the 2009 certification handbook at www.hrci.org.  Your HR duties must have been at least 51% of the job and can be verfied by filling out the form (in the handbook, appendix d) and attaching the official job description.
    in Do I qualify for PHR? Comment by JEP123 June 2009
  • We do allow carry-over--up to a max of 1.5 times your annual accrual.  If an employee reaches his/her max accrual, then the leave stops accruing.  So, it is a use it or lose it type policy, but still allows carry-over to let employees plan ahead for…
    in How to encourage people to take vacations Comment by JEP123 April 2009
  • We went through an HR re-org at my last organization--serviced about 1500 ee's.  I think that supervisors need a consistant contact in HR who is very familiar with their department/division and their people.  A major benefit of a generalist is that …
    in HR Re-org Comment by JEP123 March 2009
  • Sorry, I didn't realize this article was only available to SHRM members!  The article reported on an attorney's presentation at the SHRM Employment Law & Legislative Conference in Washington, D.C. The session, entitled “Sex Offenders, Terrorists…
    in Face Book Issue Comment by JEP123 March 2009
  • Just read an interesting article on this topic on the SHRM website:  http://www.shrm.org/LegalIssues/StateandLocalResources/Pages/OffensiveBlogsFacebookPostings.aspx
    in Face Book Issue Comment by JEP123 March 2009
  • Check out the DOL opinion letter called FLSA2009-18 date 1/16/09.  They address permanent changes in the work schedule and salary vs fluctuating or temporary changes in the work schedule and salary.  Seem like it could be ok, as long as the duties r…
    in Can We Pay our Salaried Employees Less if we Revert to a 4-day - 32 Hour Workweek? Comment by JEP123 April 2009
  • I took the PHR last year and passed my first try (phew!)  There are 2 things that I would highly recommend to help you prepare:  Join a SHRM study group offered through your local SHRM chapter.  Even if you feel confident in the material, it will ke…
    in Passing Score Comment by JEP123 February 2009
  • There were timecard codes for comp time earned and comp time used.  Employees still needed prior approval to work comp time--just like the policy for overtime.  There was no choice about banking vs paying out.  1 hr comp time worked equaled 1 hr tim…
    in Comp Time Instead of OT Comment by JEP123 June 2008
  • I previously worked for the government in HR.  We had comp time.  You could only bank up to a set number of hours (I think it was 24, if I remember correctly) and it had to be used within 1 yr of when it was earned.  Anything over the set amount or …
    in Comp Time Instead of OT Comment by JEP123 June 2008
  • I lived and worked in the UK for three years (just returned to the US 1 1/2 yr ago).  I worked in HR for the US Federal government.  There were also many British nationals working in my office who worked under UK laws (actually more Brits than Ameri…
    in cultural differences Comment by JEP123 June 2008
  • I just sat for and passed the PHR exam in December.  You have to have at least 2 years of exempt level HR experience to take the PHR.  They recommend at least 2-4 years experience for the PHR and at least 4-6 years experience for the SPHR.  The PHR …
    in PHR vs SPHR or both? Comment by JEP123 January 2008
  • We are thinking more along the lines of fitness classes like Yoga, Strength Training, Aerobics, etc.  We are not in a financial position to be able to provide full-scale exercise equipment.
    in Exercise at Work Comment by JEP123 October 2007
  • I'm sorry I wasn't very specific.  If you aren't already involved with a local SHRM chapter, I highly recommend it.  You can find information for a local chapter on the SHRM website at http://www.shrm.org/chapters/.  Our chapter, and most other chap…
    in PHR Test Comment by JEP123 October 2007
  • I haven't taken the test yet, but I am scheduled to test in December.  Our local SHRM chapter has study groups leading up to every exam window.  I am currently involved in this one.  I would definitely recommend it.  Our weekly sessions are facilita…
    in PHR Test Comment by JEP123 October 2007
  • I appreciate all the info provided from everyone.  I do have all of the basics re:  FMLA, and Washington State's Family Care Act, Family Leave Act and Pregnancy Discrimination Act.  What I am really looking for is any concrete information (court rul…
    in Maternity/Pregnancy Leave Comment by JEP123 September 2007
  • I guess that I should clarify that I am talking about employees who have not yet been employed for 12 months--which is the time required for both federal and Washington State family medical leave.  Do you have any information on what is considered a…
    in Maternity/Pregnancy Leave Comment by JEP123 September 2007