Terri B
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Don, Thanks for the great anecdotal information. You have experienced a whole lot more that I can even imagine. We always require the request in writing. That way nothing is left to doubt. It is still up to the manager/supervisor to be consistent…
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You should consider changing it to scheduled and unscheduled. Using the terms excused and unexcused makes it seem like you will weigh each excuse and determine whether or not you will hold it against them. If you use scheduled and unscheduled the …
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Don't let some of this scare you off. Sometimes an on-site center is a good fit for your company. We are going to provide the utilities, the building, the appliances and the telephone service. In other words the only subsidy we are going to provi…
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I will send it when I return to work Monday. Sorry for the delay but I didn't read your post until today (Sunday).
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I emailed the survey we used to you. I would be happy to help in any way I can. There is a book you should get: "Child Care Options" by Margery Leveen Sher and Madeline Fried. It will help walk you thour the process.
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We conducted a survey about a year ago. We went through the whole process. I visited several other on-site day care centers and gave my presentation to the CEO. We sent out the RFPs in November and selected a provider. Then the roof caved in. S…
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There have been court decisions that support the right of a religion/church centered business like this to discriminate based on religion.
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Rose F has it right. This sounds like a strong case for a PTO prgram with a no fault attendance policy. Scheduled vs. unscheduled is all that matters. The reason isn't important. When it's unscheduled they are required to use the PTO.
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I would be blessed if I didn't know. Can we trade places?
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When someone calls in sick at our company each consecutive day is considered all one occurrence for absenteeism. If they return to work and then miss more time it is counted as another occurrence. Of course you have to consider FMLA into the equat…
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Laureen: We also only give merit increases to non-bargaining unit employees. Times are tough and the department directors are given guidlines as to how much money they can spend. No COLA here.
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Some drivers are exempt. I think she would have to identify their status before she would be able to figure out the rest.
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Are they exempt drivers?
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There are several ways of setting up a differential system. Just as ritaanz stated you could use the percentage system. That way their differentials go up at the same time that the pay goes up. You could also attach the differential to the pay an…
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Good job, HR in VA. Lead by example!!! Terri
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I don't know how ADA would prohibit this, but, I know HIPAA and FMLA apply here. My suggestion is to avoid discussing anything with an ee's personal physician. I know you are entitled to some detailed information under FMLA but I have never gone t…
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You are under no obligation according, to the law (FMLA), to take him back or employee him in any capacity once he has used up all of his time under FMLA. If your policies dictate something else then you are obligated by them. Good Luck
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Use your LOA policy and FMLA for as long as your policies allow. Give him the opportunity to apply for an internal transfer to any other positions in your department that he is qualified to perform. Just like in the post above, invite him to apply…
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Don't you think that this is a consistency issue? Your employees get some of the same treatment at their host companies and other issues are based on your companies policies. How clear is it to them as to when which rules apply? How many other ti…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-03-02 AT 12:54PM (CST)[/font][p]I agree with Rockie totally. But, how do we influence the managers who think it isn't important (piercings, tatoos, etc.)? Our hospital gave in to the folks in the no…
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I too work at a medical center. We used to have the "hose always" rule but abandonded it. No one enforced it so why have it on the books. With the return of capri pants and the shoes that go with them it was impossible to keep up with. Yes we al…
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Always tell your boss the bad news first. It is always worse if he/she hears it from someone else. This has always worked well for me. By following this simple rule of thumb I have saved my bosses and me many hours of heartache and frustration.
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If the purpose for gathering the information is akin to other employment verifications and asking the previous employer if the candidate is eligible for rehire, it is totally legitimate to ask for this information. I would ask even if it wasn't a s…
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J R: Since a lot of European countries are more socialistic than we are, don't forget the higher tax bill they must pay. That 30% more that they earn doesn't go far when they don't get to spend it.
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Rockie: I currently put in about 42 hours a week as a Generalist in a corporate HR office (1,700 ee's) with an office staff of 7. In my former life as a field HR manager (me and an assistant) for a field office with 300 ee's for a VERY large corp.…
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You can get to the HRCI site through the SHRM site. You can order the materials there. I test December 7th for SPHR. I am taking the class version. I won't know until after the test if it was the right thing to do. But, I know that I need to have…
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My company did the transistion from the traditional vacation, sick, personal system to PTO also. We set a date for the change over and everything accrued from that pay period on went into the PTO bank. Vacation and personal time were converted one…
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We are a rural Medical Center and Health System with 1500 employees. We have 3 HR Assistants, 3 Generalists, who report to the HR manager. The HR manager reports to the VP of HR (Several departments under the VP: HR, Spiritual Care, Education, Em…