tmperry
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I would first look at your policies. Do you have a "Clean Air" policy in place already? Clean Air policies are great ways to address these types of issues without singling out specific employees and treat everyone equally. Clean Air policies I've de…
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We are not changing ours either. We are a non-profit community action agency. Many of our funding sources require background screening. Our biggest program happens to be Head Start which requires every check under the sun and our Homemaker Program r…
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Do you have a "Clean Air" policy? Does your dress code policy include hygiene? I would be cautious - you mentioned health condition - it's not a health condition causing any of this is there? If so, I'm wondering what a reasonable accommodation wo…
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I'm in aggreance with some others here - focus on your supervisors. If it were me, I'd conduct a supervisor training giving a "refresher" on the current dress code and how to have conversations with employees - sometimes it can be an uncomfortable c…
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It is my understanding - you must pay the employee for their "hours worked" in each pay week. Because this person is part time, depending on how your policy reads and how your state law reads, if you average his hours for a pay period and then cut t…
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Just my two cents but the first thing I flagged on while reading this is - how long has he been employed with you? Does your application require them to disclose felonies? If so, and he didn't disclose them, you could be looking at falsification of …
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I know I'm late chiming in here but just curious if you were basing this off pre or post completion of the physician certification? Based on the details you've given - I would give them the certification form and my decision would be more based on h…
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I'm on the fence here. I've had this scenario as well...where I hear through the rumor mill that someone is talking about retiring. Honestly, I treat it the same way as if I heard that someone was planning on quitting - non-retirement style. In a no…
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Do you mean if an employer refuses to allow an employee to work out their notice? I've seen this often. Sometimes because of bad blood between the employer and employee but others because the employer feels it puts the business at risk to keep the e…
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Good point SpartanFan! If "ugly" were to become a protected class I see it playing out as such...the burden of proof still lies on the employee not the employer. The employee who is charging the discrimination would have to prove they're ugly (who …
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At first I thought this was humorous. Then I thought about it more. What if the "ugly" is caused by a physical deformity? And I'm not talking about someone who is born with big ears or an above average nose. I mean someone who has been burned and is…
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I'm in WV. We are an employment at will state. You're perfectly able to terminate the employee. Just remember the one thing we continually echo in this state - create a history - first make sure there's not been a situation like this before (charges…
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No real thoughts on how to handle it - I'm in the midst of a possible abuse of Intermittent Leave myself. I would though caution you on how you define a key position, especially if you are considering this grounds for not allowing the employee to re…
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For once, I like living in West Virginia! Our law states all Vacation and Sick time is considered a gift of the company and therefore payout is determined by policy. However, we are cautioned as to how we write our policies to ensure it's clearly st…
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When I was at the call center we did a sign on bonus. It was a gradual bonus received though - after successful completion of 30 days the employee received $150. At 60 days $150 and at 90 days $$200. You might want to emphasize "successful completio…
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Hmmm, I'm interested in seeing the responses to this from others. I've always worked for companies and under the policy that we require you use any annual/sick/pto time you have available while on FMLA.
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I've never had an application require the DOB but at my former job, where I was a Generalist/Recrutier, we required the social. However, we didn't have paper apps. I worked at a call center with very high turnover and in an area where people would c…
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[QUOTE=Still Need Coffee;721712]My gut says you'd be within your rights, but is he getting treatment for the alcoholism while in jail? If so, it may fall under FMLA, but I'll be honest, that's just a guess. Any other forumites out there have some …
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I've rescinded offers for questionable background results, pending charges, and primarily for failing to complete orientation. Just had that one this week - the candidate rescheduled their orientation once and the program manager was ready to rescin…
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Since posting this, I've found out that she is fostering her 3 grandchildren, one of which is autistic! Her supervisor is on my back because she understands that I have to allow certain absences, she "just knows that this employee is going to abuse …
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Thanks for the help guys!
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Question on this - are we allowed to remind the employee that FMLA maxes out at 12 weeks and they may want to be cautious at how much time is being taken so early in the pregnancy? Personally, I'm just thinking if she keeps up at this rate, she's no…
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It's my understanding, and the rule that I've been following is, that it's all in the wording of the policy. Don't call it "earned" when referring to PTO. Be sure to refer to it as a gift from the company, therefore it's forfeited upon separation fr…
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Same question - why is he no longer working for you? I assume it's because he's in jail and can't make it to work? Also agreed, this is an arrest, not a conviction. You technically can not terminate a person based on an arrest. However, you can work…