neveradull
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We give the increase on the aniversary date. Used to do it like you do, but decided it was unfair to the employee who missed his raise because of a supervisor not doing his job. Now when the employee evaluation isn't done it is noted by the Directo…
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I apologize if I offended. Just a brief attempt at humor and recording the first thing that entered my mind. Having worked on both sides I agree with everything you said.
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I'm from the governement and I am here to help you! Says it all.
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Not being a legal expert my bet is that now that you have made the powers that be aware you a looking at a willful act subject to the three years plus penalties.
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Also being in Washington, my understanding is that rest periods are paid time and I am assuming that you provide 15 minute breaks instead of the 10 minute breaks as required. Therefore, according to my math you owe the employee for 8.5 hours per da…
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Not in the State of Washington.
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I think I read somewhere that you couldn't do this at least for TRICARE recipients. My recollection could be faulty, however, it seems to me that if the feds forbid it then it won't be long before what you are asking will be against the law if it i…
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Also a non-profit. Pay 100% for employee health, dental, vision life short& long term disability,EAP and life insurance, 6.5% TO 401K. Dependents 100% employee costs.
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Then to really muddy the waters, surgical, cosmetic and a name change will not change his chromozones or DNA. Oh just thinking about all this is giving me a headache. My solution, I will do nothing unless Pat/Patricia and Sue get a divorse. Do an…
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Tried to email you the info but your email is disabled. Sorry for the length of this. 20.1 Annual Leave (a) Employees regularly working less than 21 hours per week do not earn annual leave. (b) Employees who regularly work 21 or more hours per w…
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In the Evergreen State the Family Care Law entitles employees to us sick leave or other paid time off to care for a child, spouse,parent,parent-in-law or grand parent. Our policy reads: "An employee may use accrued sick leave to care for a spouse, …
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Our STD goes for 24 weeks after which LTD kicks in.
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We are a private non-profit with about 200+ employess. STD benefits is allowed for anyone regularly working at least 21 hours a week. STD is 66 2/3%. We allow employees to make up the difference in pay using either sick or annual leave. Our think…
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Slip a gift card in the pocket of the jacket for whatever amount your company wants to give.
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No. Our leave accruals are based on # of minutes per hour worked.
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The demographics we have always used for health insurance bids are sex and age. If I were you I would find a different broker. Think Hipa!
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Employees who regularly work 21 hours or more per week accrue sick leave at the rate of .0462 minutes per hour worked (paid). May accumulate 1044 hours. For a forty hour employee it equals approximately twelve days a year. The 1044 hours was befo…
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We do the government rates.
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Ours reads maximum of 240 hours for vacation and sick leave is 1044.
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21 hours/week and 100% employer paid.
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Sure, will send you an email.
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Hope this helps. Sick Leave:Employees who regularly work 21 or more hours per week accrue sick leave at the rate of .0462 minutes per hour paid. Sick leave may be accumulated to a maximum of 1044 hours on December 31.Any leave accumulated in excess…
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I am not in your state but in WA. However, if you ar a member of the local Chamber of Commerce you might check with them I know in Washington they have a small business medical plan. Also try your local United Way Agency. Good Luck.
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I strongly recommend checking with your provider. Some states (Washington for instance)have regs which are more restrictive then federal.
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By using the bank we do business with there is no charge or fees involved and direct deposit it apreciated by our employees. Another plus is not having the cost of preparing and mailing checks.
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To further clarify an employee could be hired December 30, and use his/her floating holiday on the 31st. The employee would then receive a new floating holiday on January 1, and could take the 2nd off.
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Our new employees, beginning on date of hire earn one day of sick and annual leave(minutes per hour worked). However, they can not use this leave until they have been on the job for 90 days. They also receive one floating holiday per year (use it o…
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In my opinion this is not an ADA or EEO issue. I have not been able to find "unknown reason" as being ADA qualifier. I have found though that when regular, on time, attendance is an essential job function making a reasonable accomodation can be nex…
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Have you asked the employee about the certification? Remember it is the employer who grants FMLA and as I see it you can grant or deny. If you deny it handle as an attendance issue. Personally I would count it as FMLA. I would also accept the RTW f…
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I see no reason to do a recertification at all unless I find out something may have changed that could make them ineligible for FMLA. I would do a new certification annually at the start of an employees new FMLA year.