plhepner

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plhepner
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  • Thanks for the input! I never thought about it from the perspective of crazy person trying to figure out where one may work. I guess because we mostly get apartment complexes, banks, medical bill collectors, etc. I looked at the positive side like…
  • Not that I am on this "side" of Human Resources anymore, but I am curious to why we've always had to have a "signed release from the employee stating that he/she authorizes us to release this information." Now, granted, some of the calls are from b…
  • We play a game called "Safety bingo" to reward employees for safe behavior. The jackpot starts at $25 and we draw a number each morning if there were no accidents requiring outside treatment at a medical facility. Using OSHA's guidelines allowing …
  • What I am also curious about in this situation is that I recently discovered there was a "forum" type blog (similar to what's here on hrlaws.com) that existed many years ago for our manufacturing plant of roughly 300 or so people. As a trusted memb…
  • My objection is that the PRE-EMPLOYMENT drug screen (not a POST-ACCIDENT) is conducted on-site and unsupervised. As previous posters have noted, it is easy to beat the system but it makes it a little more difficult when someone is five feet behind …
  • Unless there is a doctor's excuse totally taking the employee out of work, you use the guidelines like you would for any other employee, hurt or not. I heard that in a regional education worker's compensation seminar last year. The analogy was som…
  • It is not up to the supervisor who is paid wages in lieu of notice. I worked in the computer room of a hospital before and turned in my two weeks notice and was let go that day and paid out my two weeks. The rationale was nothing against me but on…
  • Our policy doesn't necessarily dictate that we have to conduct the pre-employment drug screen at a certified lab, although I believe it should state such. Yes, we have a female recruiter who has chosen to use the post-accident drug screen cups as p…