Hatchetman
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[font size="1" color="#FF0000"]LAST EDITED ON 08-08-03 AT 07:08PM (CST)[/font][p]The answer is yes, even in Californa. Under California wage and hour law flowing from FLSA, you may dock the emplye's full day absences due to personal reason. Ther…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-29-03 AT 12:00PM (CST)[/font][p]As others have noted, there is no federal requirement specifically for emplyers to have a policy manual, written policies, or a handbook. It is possible that a state's …
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If they are producing quality work in less time, why do you want to reduce their hours? What about start giving them more work and eventually let the slower employees go (assumig there is no union issue or basis for discrimination charges)?
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[font size="1" color="#FF0000"]LAST EDITED ON 07-14-03 AT 06:53PM (CST)[/font][p]As I said, our state public employee relations act here in California as well as our local employee relations ordinance and oversight board do permit supervisors and em…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-11-03 AT 07:24PM (CST)[/font][p]Are you in the public sector or private sector? If public sector, you should check your state's employee relations statutes for state and local government employees or…
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Is this public sector (local or state government or special district) or federal government employer? If so, the best place to address the disparate pay issue is with the central human resource agency responsible for admintering the salary/compen…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-03-03 AT 03:48AM (CST)[/font][p]We allow emplyees to use vacation time for sick leave purposes...when that occurs the time card is makred "VS" (paid vacation time in lieu of sick pay). In this case, …
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[font size="1" color="#FF0000"]LAST EDITED ON 06-30-03 AT 11:44PM (CST)[/font][p]Not really at this time. This may not be anything or it could be something. You won't know until the emplyee tells you. Is he going to let you know if there is a pro…
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Exactly what is your boss trying to accomplish buy referincing the number of sick days? If it rate absences/attendance as a factor to be rated, then he should also deal with any absence for any reason, after backing out FMLA, ADA, vacation, other …
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I think most emplyers use lunch room bulletin boards as one place to post. The idea of course is to ensure that employees become aware of what those posters say. Generally, they need to be posted in "conspicuous places." Wheter or not the lunch r…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-04-03 AT 01:49PM (CST)[/font][p]I agree with the above posters, which may sound self-contradictory. However I point out that right now you don't know anything of what the e-amil is based upon. So, b…
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California is the same way. The law requires that the employer pay out unused PTO and vacation but doesn't require the employer to pay out unused paid sick leave.
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Whether an employer may have a "use it or lose it" paid leave policy is set by individual state law. Some states do require the employer to pay out specific types of piad leave to the employee at time of termination. Others don't. So, you need to …
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[font size="1" color="#FF0000"]LAST EDITED ON 05-20-03 AT 02:04PM (CST)[/font][p] Having worked in local public sector HR for almost 30 years, I can tell you that you may offer it for different agencies if that is the thinking of the powers that be …
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[font size="1" color="#FF0000"]LAST EDITED ON 05-16-03 AT 01:33PM (CST)[/font][p]I agree with Parabeagle. In fact, if he hadn't suggested it, I was about to after I came across the original post. As a non-Christian, Parabeagle's suggested wording …
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blw, the reason you need to be able to identify essential and non-essntial at some time would be for at least ADA purposes. If ever there is a request for reasonalbe accommodation, you would have to know what functions may have to be accommodated b…
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Fistly, EEOC doesn't require written job descriptions, even for ADA purposes. But they are good thing to have rather than not have. Written job descriptions established BEFORE an employee was appointed to the job (while it is vacant) have a great …
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Under FLSA regulation and DOL Opinion, you may pay the exempt employee for any additional hours of work that are not anticipated by the weekly salary in any manner you want, as long as the salary is not improperly docked, without jeopardizing the sa…
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No federal law that I'm aware of.
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Sunny, I am confused as to what you see as the change from the second shift supervisor position being "clearly exempt" to being "clearly non-exempt" now. What has changed in the duties that renders the position no longer exempt (assuming the origina…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-05-03 AT 01:19PM (CST)[/font][p]They could. If "probationary" isn't defined in your personnel manual so that the employee knows that even after passing a probation period, he or she is still at will.…
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There is no direct benefit to the employer. Remember,FLSA was enacted 1) to increase the employed ranks by making overtime costly and 2) to stop abuses of employer is working their emloyees many, many hours, or not paying for work done on a claim t…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-01-03 AT 03:47PM (CST)[/font][p]Depending on your adminstrative apparatus and who has responsibility for the decision-making, HR need not be told. If the decision to approve leaves and approve reason…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-28-03 AT 03:14PM (CST)[/font][p]Try the web address below for shingles information: [url]http://www.ninds.nih.gov/health_and_medical/disorders/shingles_doc.htm[/url] ADA may kick in for reasonable ac…
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On the FAQs, the answer is: "If the total number of replies to the topic equals 8 replies or more, then those topics are considered "hot topics." To signify this, the topic displays flame."
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[font size="1" color="#FF0000"]LAST EDITED ON 04-25-03 AT 10:11PM (CST)[/font][p]I assume that the employer is not in a union environment with the employee covered by a collective bargaining agreement; nor is the employee covered by any individual c…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-24-03 AT 04:17PM (CST)[/font][p]EEOC has addressed this issue as it relates to employment-related medical inquiries. In its "Guidance on Disaibilty Related Questions and Medical Examinations of Emplo…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-23-03 AT 10:40PM (CST)[/font][p]I don't have any specific policies, such as "no fault" or point system policies. However. whatever form your final policy on attendance and absence takes, you should…
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I work for Los Angeles County. As far as I know, the contribution paid by the County is not recoverable by the employee if the employee quits. Only the portion paid by the emplyee is recoverable. If the emplyee is in a plan in which he or she make…
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FLSA primarliy address when you may have to pay non-exempt emplyee for on-call time. Your state law may also address that. Essentially, whether it will be considered work time, and payable as such, depends on the degree of restriction. There is n…