sdiconza
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Assuming that your organization is covered by the ADA, I would look there first (and then any applicable state disability discrimination law). Determine whether the employee is "disabled" i.e., substanitially limited in one or more major life activi…
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I think there may be some cross-over here between medical certification and the employer's designation of leave as being FMLA-eligible. medical certification (by the employee's doctor) is not necessarily required in order to take FMLA leave (especia…
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Hi Darla: Try these guys: http://www.change-leaders.com/ceo-coaching.html I have not personally used them, but I have heard good things about them.
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We use personality testing as part of the hiring process. Not as the sole determining factor, but more to determine veracity. We have hired people who, according to the test results, would not match the organization. Some have worked out and some ha…
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Hi Jake: I believe that if you have a newer contract (after December 1, 2003) of $100,000 or more, you do not need to report on the # of Vietnam era vets. There is also a problem becuase the newer categories (armed forces service medal vets, recent…
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Hi tbear: For the EEO-1, if you are an employer with 100 or more employees (or a fed government contractor) you need to fill out the EEO-1 for all employees. The EEO-1 Form is looking for sex, race/ethnicity info on all types of employees, from Exec…
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Our pay increases are directly related to performance. The employee's rating correponds with a certain percent raise, all budgeted out for the year. Pay budget increases have hovered just under 4% for the past few years. We keep tabs on industry and…
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We offer smoking cessation, and subsidized weight watchers and gym memberships. We have not done a comprehensive review of return on investment, but I can tell you that sick days are down and morale appears to be way up for those that have quit smok…
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Sorry - sent you to the wrong url -- for Cornell EE relations, should be: http://www.ilr.cornell.edu/mgmtprog/certificates/hr/employeeRelations.html
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Try the Cornell school seminars in NYC - they are pretty good: http://www.ilr.cornell.edu/cahrs/calendar.html
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In a previous job I had, the receptionist was really terrible. If she liked you, she would bend over backwards to help out, was exceedingly nice and pleasant to you and your clients (luckily, I fell into the nicely treated group). However, if you di…
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Try the FEMA website at http://www.fema.gov/plan/prevent/howto/index.shtm
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Since you are doing business in Kentucky, and ultimately have to answer to them, I would get written confirmation of this reciprocity agreement from KY, and then figure out the payroll implications. Do you outsource? If so, the vendor shoudl be able…
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Most tax declaration forms (Fed W-4) say that providing false statements will subject you to penalties. Presumably, the state form has a similar statement. You could point out to the employee that this is the case. Laws re: dependency are different …
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I know what you mean. Sometimes I just want to give an applicant a clue about what she or he is doing that will probably prevent them from getting a professional-level job (or any job for that matter). However, I have come to the conclusion that it …
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That is great -- it does help. Thanks!
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Thanks - very helpful - I appreciate it!!
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Hi Stacey: We have a "walk in my shoes" (WIMS) program where I work. As part of the program there are designated days during the year when employees have the opportunity to rotate into another department and work with an assigned individual in that …
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As a public person, Imus inherits the responsibility to speak and act responsibly. What he said was extremely destructive to a group of women who are great examples/role models for young women. Since Imus breached his responsibility in the worst way…
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While I support an individual's right to express their opinion, if the expression is having a negative impact on work, or bothering other employees, the employer should have the right to limit such behavior. Even a general policy on professional beh…
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I don't have a checklist per se, but I do have a few issues you should probably consider before terminating an employee on FMLA leave: (1) Is the employee's serious health condition one which also qualifies as an ADA-protected disability? If so, the…
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Saw this executive compensation article on Forbes, thought it was on point for you : http://www.forbes.com/columnists/2006/01/17/sec-executive-comp-bain-cx_og_0118bain.html. BLR also has an executive compensation survey you might want to look at: h…
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I think this is pretty common. We had a similar issue with an employee and since it could be construed as a performance issue (i.e., no one could work closely with her), we addressed it as such. We told her that it was an issue and suggested that s…
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I agree with SFBay's answer above, but if the employee does work for more time and is eligible in the future, you need to do all the notice and accounting for time that FMLA requires.