Irie
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- Irie
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Comments
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What is the EEO-4? I'm not familiar with it.
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Yep. Got the ol' letter the day we returned from Thanksgiving break 2004. I would have started working on my following year's AAP on 1/1/05. The one I did on 1/1/04 wasn't current enough so I had to prepare one from 1/1/04 through 11/30/04. Doub…
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[url]http://www.dol.gov/esa/regs/compliance/ofccp/pdf/sampleaap.pdf[/url] Try this link. Good luck.
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We are a private manufacturing company and only list whether the position is hourly, or salaried exempt/non-exempt. No wage rate is posted.
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I agree. It should be current employment. Why is it fair for someone to work for say two years, leave for a long period of time, come back and then be entitled to FMLA? (Perhaps I answered my own question when I used the word "entitled".) Let's …
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Anne: Do you really think anything will be done about overhauling FMLA? I don't. The people who made up this ridiculous entitlement aren't the ones who have to deal with this mess on a daily basis. If they did, a change would be very fast coming…
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I read this and couldn't figure out how he qualified when the regs say 1,250 hours within the previous 12-month period. If he didn't work for the previous 12 months then how did he qualify? There was no clear explanation as to how this was compute…
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FMLA gives an employee 12 weeks of elave in a 12 month period--period. You do not get 12 more weeks for another qualifying condition. We use the 12 month rolling period looking backward so that on the anniversary date of their first day of leave t…
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In Ohio the employer pays into the state unemployment fund based on the employer's payroll. In my opinion (and this may not be the same in your state) if this person was not paid through your company's payroll then unemployment would not apply.
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[font size="1" color="#FF0000"]LAST EDITED ON 11-06-06 AT 01:29PM (CST)[/font][br][br]Sending sick employees home is not a good practice. If they know they can come to work sick, get sent home and suffer no consequences under your attendance policy…
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I wouldn't worry about it as long as you have all of the information on the form. We had an audit a few years ago and some of our forms were not completed correctly yet all of the pertinent information was there. The auditor didn't say anything. …
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I'm sorry to hear of your problem employee. If it's any consolation (and I'm sure it won't be) our V.P. of Ops. does this. You'd think he would know better wouldn't you? I just want to scream at him when he opens his mouth but he's the boss so I …
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Agree with Ray. You can even make your exempt employees punch a time clock as long as you pay within the FLSA guidelines.
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We use a time sheet and track all time off so the employee's PTO bank can be deducted appropriately.
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We have employees do post-accident drug and alcohol testing. Recently we had two employees who tested very high for alcohol after an injury and the bureau denied both claims. We did not terminate these employees but advised them that we have an EA…
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[url]http://www.hrhero.com/employersforum/DCForumID14/7067.html[/url] Perhaps this one?
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We used to rid the files of warnings after a year however we no longer do it for the reasons you have stated. I feel that these documents paint a pretty good picture of an employee and could be of value to management to possibly show a pattern of b…
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If her doctor releases her to come back to work I don't see a problem with it. An employee sitting at a desk working is probably exerting less effort than staying at home taking care of a baby all day. Why would you have a problem with her com…
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There's nothing wrong with classifying an exempt as a non-exempt but you can't go the other way with classifying a non-exempt as exempt. I'd welcome being classified as non-exempt then I would get paid for all the hours I work over and above 40 (or…
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I don't know why your employer would do this since you still meet the requirements for being classified as an exempt employee, but there isn't anything illegal about doing it.If it were me, I think I would ask them why they are re-classifying you ju…
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I didn't read the article either but from your description I took it as "tongue-in-cheek" humor. I believe that was how it was meant to be taken. Welcome to the Forum.
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Yes. There is an election notice under USERRA that you will have to issue. It is different than the normal COBRA election notice.
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Ray: We too have the same people year after year qualify for our perfect attendance awards. The awards don't seem to be much of an incentive for people to come to work. Perhaps in this day and age we all just have too many things to do that unfor…
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Ray: That hardly seems fair to include only those who live 15 miles away from work. Certainly you don't think those who live less than 15 miles from work walk do you? I travel six miles one way to work and have to stop at the gas station quite of…
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We offer an attendance bonus at the end of the year to employees with perfect attendance but we do not advertise this practice. Our criteria for perfect attendance is that an employee must not be absent for any reason other than pre-arranged vacati…
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We are a manufacturing environment as well and have about 50 agency temps at our establishment. These temps do use our timekeeping system because our cost accounting department needs the time information to perform costing for the jobs. Our payr…
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Do a search of the Forum. This topic has been discussed many, many times with very good responses to this very situation.
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Check with your state department of labor.
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[font size="1" color="#FF0000"]LAST EDITED ON 08-01-06 AT 06:50PM (CST)[/font][br][br]Do a search of this Forum and you can find many posts regarding this subject. The question has been asked many times.
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We do not recognize "partners" however, if we did allow someone bereavement leave for a "partner" then the "partner-in-law" would apply too.