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mandrews

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mandrews
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  • That's not quite correct mardar.  The following is taken directly from the DOL website on the subject of short breaks (the issue of whether they are for smoking or clog dancing doesn't matter):  "Federal law does not require lunch or coffee breaks.…
    in smoking breaks paid under FLSA? Comment by mandrews October 2008
  • Well said Brad, without HRCI and SHRM's involvement in formulating a maintaining the HIGH standards of Human Resource body of knowledge we all would still be trying to fight to even have a voice within our organizations. I am sure all you PHR's and…
    in becoming PHR certified. Comment by mandrews June 2011
  • Joanie is correct, you are actually required to terminate employment if the employee cannot produce the required work authorization within a reasonable timeline (which I believe is within 3 days of the expiration of the last document).
    in I-9 Documentation Comment by mandrews June 2011
  • You could always advise the employees who wish to participate in the blood drive that they may do so during the last 30 minutes of their shift, that way they aren't hitting the line immediately following. This might just encourage more employees to…
    in Blood Drives Comment by mandrews May 2011
  • My guess is that since you have warehouse workers, anyone who doesn't already wear glasses is probably provided a set of safety glasses to wear. If the employee broke them conducting his duties and there isn't anything fishy about it, I'd err on th…
    in broken glasses Comment by mandrews May 2011
  • There is a great online article from cnnmoney.com that discusses electronic employee records and offers information and reference to several software systems available. The article can be viewed at http://money.cnn.com/2009/03/25/smallbusiness/hr_s…
    in Need Employee records/files Software, any ideas? Comment by mandrews March 2011
  • In the vast majority of business, you can dictate whether an employee can actually take vacation time and you can also then retract any approval previously given citing business needs. However, one item to note since I don't see that anyone else ha…
    in Leaving the Company Hangin'! Comment by mandrews March 2011
  • I have to chime in here. If the 4 weeks granted to this employee were done presumably because she did not yet qualify for FMLA and it was granted to her then those 4 weeks cannot then be applied toward future FMLA. The employee had the child in Au…
    in Birth for a Child Comment by mandrews March 2011
  • I have always requested references but, the references I ask for include current customers & at least 2 former customers. I also ask for them to list any customers who have left or dropped their services in the last 2 years and why. This will …
    in Insurance Broker Comment by mandrews May 2010
  • What you have here are actually two periods of employment because it sounds like there was a gap between the last day she worked and when she came back to work as a PRN. If your policies require payout of leave following termination or, in this cas…
    in retired prn???? Comment by mandrews May 2010
  • I like the combined policy suggestion from Holly - it seems the most reasonable and potential the best option for getting the behavior to stop. Thank you all for your help with this. =D>
    in Late Timesheets Comment by mandrews March 2010
  • We are in Arizona, so no real Labor Laws where pay is concerned other than to say that any deductions have to be first authorized by the employee (again the policy and authorization as a condition of employment idea). This involves a non-exempt emp…
    in Late Timesheets Comment by mandrews March 2010
  • Well due to the fact that we are a human services non-profit and a well known one at that, not paying the employee until the next payday just seems well....inhumane and worse yet it would have that appearance as well. A fee would definitely get th…
    in Late Timesheets Comment by mandrews March 2010
  • Actually no, we would pay the employee at their regular hourly rate of pay for all time worked, taxes would be applied as mandated etc., we would then collect any an all regular deductions as usual. The disciplinary issue is a sensitive one, we are…
    in Late Timesheets Comment by mandrews March 2010
  • This former employee may be falsely beefing up her credentials, but the bottom line is that any employer who might consider hiring her should be doing their homework to ensure that her credentials are legit in the first place. Legally pursuing her …
    in facebook and free speech Comment by mandrews February 2010
  • You mentioned in the initial string that you have received other complaints about this employee. That leads me to believe that wherever they go trouble follows and that tells me that you have an employee that causes disruption in the workplace and …
    in Retaliation ?? Comment by mandrews July 2009
  • You could offer up an Health Reimbursement Account (HRA) to your employees who participate in the high deductible plan. As the employer you get to decide how much that reimbursement will be annually and you then can reimburse employees for eligible…
    in Cafeteria Plans Comment by mandrews July 2009