Jane Reddin AZ
About
- Username
- Jane Reddin AZ
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
I think there is a good chance that there could be an FLSA violation here. This would depend in large part on the separateness or connectedness of the two "separate" operations. Assuming these are hourly employees, it sounds like you are trying t…
-
You can define your accrual any way you want, so you just need to look at your own policy. If your policy requires one full year of service before ANY vacation is accrued, then you would not need to pro-rate the payout. In your example of giving 5…
-
Hi Margie - The Ninth Circuit ruled in Barner v. City of Novato that deductions from PTO banks in less than full day increments is permissible, as long as you do not deduct "amounts" (i.e., "cash" "pay" or "salary") from their paychecks when they e…
-
Here's what we do. If a holiday falls on their regularly scheduled day off, the rest of the week reverts to a regular seven and a half hour per day work day, so that they take the holiday, work the next four days, and so work and non-work that week …
-
You are permitted to have a policy that requires the employee to produce a doctor's note to qualify for payment for days out sick. But, I'd think about whether this is a good policy. Do you really want to drive up your health care expenses (if yo…
-
If there are fines for this, it would be detailed in your City or Town's code, charter, or fire ordinances. Most cities and towns now have these things available on-line. For example, if you are in the City of Phoenix, you can go to [url]http://…
-
Okay let me weigh in with a slightly different view on this. Those of you who have voiced caution are definitely not going to make a mistake by giving an annual increase as if the employee had worked through their leave - although it might cause so…
-
Hi Tammy - Here are my thoughts on this one. It's tough, but for now, you must reduce the employee's hours to conform with doctor's orders. Personally, I don't see this so much as a "liability" issue - although I don't know the illness involved, …
-
It depends on a couple of factors. First, when does your Company's "year" run for calculating FMLA leave? You should have established this in your policies, or at least have given this to the employee when you notified her about her rights and re…
-
My best guess would be that the guy is going to claim depression (hospitalization for suicide attempt usually means they have a serious mental impairment of some sort). . . and then, which came first, the depression, the drinking or the gambling? …
-
Hi there - There is no specific law that requires you to post, not post, advertise or not advertise a new position. However, not posting, and not advertising, can get employers into trouble if the EFFECT of not doing so is to eliminate qualified …
-
Hi Dawn - The other writers are correct, there is no law (other than federal law) governing breaks and lunches in Arizona. Consequently, you may enforce lunch breaks and deduct pay for lunch breaks that are at least 30 minutes long, where the em…
-
Greetings from Arizona! There is no such law. This is probably an example of "a little knowledge is a dangerous thing." It certainly is a better practice to allow the employee some time to review any proposed contract, and certainly they have th…
-
[font size="1" color="#FF0000"]LAST EDITED ON 01-17-02 AT 04:20PM (CST) by jrobb (admin)[/font][p]This is a tough one! The question turns on whether your past "policy" amounts to a contractual promise for which your current employees might have an…
-
Greetings! In Arizona this is perfectly acceptable, as long as the communication to the employee about the wage reduction occurs in advance of the work to be performed at the reduced wage, and assuming there is no contractual obligation to the contr…