KMoore1
About
- Username
- KMoore1
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
We had a similar situation . . . in Florida the wages of a deceased employee may be paid to the surviving spouse, any children over the age of 18, or the employee's parents, in that order (FL Stat. Sec. 222.15).
-
Thanks! This is handy. Appreciate the resource!
-
This is pretty rare and there are a number of things you should think about first . . . see discussion at http://www.ask.com/bar?q=does+gross+misconduct+cut+off+COBRA&page=1&qsrc=0&ab=0&u=http%3A%2F%2Fwww.uslaw.com%2Flaw_blogs%2F%3Fi…
-
For state info, try these: http://www.jointogether.org/getinvolved/state/ http://www.dol.gov/asp/programs/drugs/said/default.asp
-
Effective last Friday, new FMLA rules control medical certification of a family member's serious health condition under FMLA. The 2009 final FMLA regulations created a new, separate government form to assist employers in certifying the employee’s …
-
NLRA section 8(a)(3) makes it unlawful for an employer to discriminate in hiring on the basis of a person’s union sympathies. So -- I would avoid any questions that pertain to unions.
-
The federal DOL also has a policy maker toolkit at http://www.dol.gov/asp/programs/drugs/workingpartners/dfworkplace/policy.asp
-
What state are you in? Employee access to personnel files is usually governed by state law.
-
Any word on how this went?
-
I would say treat it as a performance issue if there is an issue. You can address the issue and, depending on what the employee discloses, pursue medical confirmation in the form of certification.
-
One of my personal favorites -- conduct "experiments" with the company's lunchroom microwave, including putting in metallic objects to see "the sparks" and a raw egg to see it "blow up." When the microwave catches fire and you are caught, use your b…
-
It might depend on what industry you are in or what the level of the employee is, but we give 2 week's pay (or one pay period) for every 5 years of service, for service over 10 years. We are a white-collar office environment.
-
Is this real? I have heard it before, but assumed it was an HR urban myth. If it is true, it is funny and horrifying (at the same time). What have we come to? I interviewed for jobs while still in high school and it NEVER would have occurred to me t…
-
If you don't want to hire a lawyer to figure this out for you, you may want to start with the liason's office at USCIS. See http://www.uscis.gov/portal/site/uscis/menuitem.eb1d4c2a3e5b9ac89243c6a7543f6d1a/?vgnextoid=91919c7755cb9010VgnVCM10000045f3d…
-
Thanks to everyone -- termination went fine (considering), in person, no incidents. Thanks for all the good advice!!
-
Depends on how you recruit. We look nationwide for many positions, we frequently relocate qualified candidates, and we really benefit from the nationwide info, make offers relevant not only to the national average, but to the rates the candidate is …
-
Hi Nancy - Take a look at what some other folks on this site said about wellness programs at: http://community.blr.com/hr/forums/thread/1839.aspx http://community.blr.com/hr/forums/thread/1830.aspx
-
My view on this is that "confidential preferences" are the same thing as discrimination. Sounds like this executive needs some training. However, since you are probably not in a position to suggest this, the best tact may be to find the most highly …
-
YES! When given the option of a confidential survey, I think most employers would be surprised by what employees actually think and are willing to divulge. Although it is not fun to get criticized, think of the positive changes an employer can make …
-
Do you have a pay grade structure in place? Do you grade jobs by factors Iike the point factor analysis? The factor comparison method proceeds by breaking each job down into certain compensable factors, rank-ordering the jobs on the basis of each o…
-
WHAT???!!!!!!! Are you kidding? How is that a benefit?
-
Use a lawyer. If you don't have a lawyer already who you think is qualified to do investigations, consult with your business contacts on who they use as counsel, or call the Massachusetts Bar Association for a referral. You are right to bring this o…
-
Generally, I think the more restrictive the callback rules, the more likely the person will be eligible for pay, and how much pay they are eligible for (i.e., are they required to stay at a fixed location, within a certain radius of a location, do t…
-
Google stock?
-
Hi Max - since you are the person charged with analyzing time sheets as part of your job, it seems that accounting for the time spent to perform your job would be allowable -- regardless of which type of time sheet you are filling out - no?
-
Hi CillaN: According to OSHA regulation 29 CFR 1904.32(b)(6 ), you must post the annual summary no later than February 1 of the year following the year covered by the records and keep the posting in place until April 30.
-
The right of an employee to return to work after FMLA leave is contingent on the employee's ability to perform the essential functions of the job (if standing is truly an essential function). Californian is right, an employee who returns and is no l…
-
I agree with Californian, but be careful that the nuetral policy does not have a discriminatory impact (i.e., it adversely impacts a protected group). If your senior employees are all or mostly white males and less senior employees are all or mostly…
-
I would suggest first doing a training needs analysis. for example, how big is the organization? What federal and state laws apply to your organization? Are there any problem areas (i.e., hiring, performance appraisals, morale)? After the analysis, …
-
I don't believe that there is a legal requirement to tell an employee that his leave has expired. However, telling the employee that his leave expires on a certain date and that failure to return to work means that he is no longer employed would est…