NaeNae55
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- NaeNae55
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Comments
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I can't help wondering how many don't get the Palmolive/Madge joke. It's kind of old.
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We have a leave of absence policy (up to 6 months), which may or may not be an extension of our FMLA policy. In any case, if this is an ADA accomodation (which it sounds like it could be), then you don't really need a leave ob absence policy for it…
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If they claim allergies you need to dig deeper. Are you covered under ADA? If so, I would start by asking the employee for documenation proving they are actually allergic to perfume. If they are claiming it is a specific perfume I would be skepti…
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The first step is to communicate honestly. Without trust you will have poor morale. Build the trust by speaking honestly, and doing what you say you will do. This needs to start from the top. If things are bad, say they are and outline how you p…
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Employers can require exempt employees to work 24/7. An hourly employee is paid for the hours they work. An exempt employee is paid for the job they do, regardless of the time involved. Most employers recognize the morale issue of requiring too m…
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We allow some work from home, but not on a daily basis. We appreciate the ability when we have bad weather, and when someone is unable to come in for some reason but still able to function. Most days, however, we want our employees in the office s…
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Our policy is more along the lines of good citizenship, rather than bullying, and it was in place when we were purchased in 1998. Before the purchase, I had an experience with someone who bullied. I could write a book, but I will try to keep it sh…
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Sounds like you are setting yourself up for a lawsuit whichever way you turn. It's time to call your lawyer. You need to make sure you dot all your i's and cross all your t's before you make a decision. Perhaps there is a 3rd party who could deci…
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Coffee is correct. The employee has to meet the essential functions of the job, and as long as she is getting feedback about requirements she has to meet them. On the other hand, if there is some way you can (reasonably) accomodate her, then you s…
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If he is eligible to take FMLA (completed 1 year of service etc), and the baby was born within the last year then the eligible times overlap. If the baby was born when the employee had only been employeed 2 months the employee could take 8 weeks to…
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I am sure those things are required in some businesses, but I think most that have a presence in social medial have a dedicated person for it. We have an employee who handles this part time, but it is not in her JD as a requirement.
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The spouse has taken a new job so that makes it a qualifying event regardless of anything else that is being discussed. Dutch, you surprised me. I have never heard of any case where putting it in your plan allows you to consider spouse Open Enroll…
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To my way of thinking, the most important skill is a learning skill. Technology changes so fast and if your employees can't or won't keep up you can have real problems. On the other hand, an employee who is good at learning can take on any new tec…
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"Change in employment status (for employee, spouse, or employee's dependent) that affects eligibility for health insurance benefits." This is from fsafeds.com website. [url]https://www.fsafeds.com/forms/qscfact.pdf[/url] This IS a qualifying eve…
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cngr: I think the main thing is the employe won't be at their shift when they were scheduled for it. Whether they got someone to work for them, or you get someone to cover for them, they are not working their schedule. If my organization allowe…
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If you have to hire someone to do the essential functions of her job then you already have a hardship situation. The question then becomes is there another job she can do? Are you able to keep her busy doing what she is doing now? If so, doesn't …
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You should be consistent and require everyone to use leave in the same manner unless you have a legitimate and fair business reason to do otherwise. Otherwise you set yourself up for discrimination claims.
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You can designate that they must use paid time, and I assume that means you can designate which time. Naturally any employee off for FMLA for personal health reasons will use sick time, but a question may arise if they are off for the health of a s…
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Employees generally have an idea after the first year whose insurance is going to be better. Then they take the risk and choose one. Sometimes they are right, sometimes they are wrong. But one having a better rate than another is not a qualifying…
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FunHRBanker: I agree that the spouse qualifying for new coverage makes this employee eligible to change their coverage. However, I disagree with your second comment. My understanding of the regulations includes a significant change in the cost of…
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The problem Dutch is that they happen more and more until they are no longer moments but full days. My senior moments have picked up momentum and become like an out of control freight train (think Mr Toad's Wild Ride at Disneyland). There are com…
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Well, I did say I was having a stupid moment. Thank you!
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How many people will this affect? 2 months should be adequate notice for most, but if you have someone who was off for illness late 2012 and is now expecting a baby on April 1st, you might have a hard time justifying the notice length in court. Yo…
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A conversation with a good employee gets results. Can't have employee coming and going and disrupting relationships with clients. Waiting until they are ready to come back full time. I've said it before, but I really work with some awesome people…
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A fitness for duty is required, but there may be some concern that the physician will be thinking more in line with being up for it physically rather than thinking about possible repercussions if mental faculties are not 100%. A JD will definitely …
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It depends. We try to follow guidelines, even when we don't have to, as it helps us follow the law generally, make sure we are fair, and is proof in case of a lawsuit that we work hard at following the law and being fair. That said, if you accomod…
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YEAH!!! =D> ::pb&J:: \:D/
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We have PTO, but we still separate the two events: FMLA for delivery and recovery, and FMLA for bonding. If you have been treating it as all one event then I think you need to allow the dads the same as the moms. This seems a good time to revise …
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I think I might also email the employee's supervisor and ask if there is a problem with the employee's email account. Do you have the right email address? Does the employee have access? You are only asking because you have not received the approp…
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We only require one week to be taken consecutively for certain positions (ie finance). All other vacation time can be taken as available and convenient for employee and employer. We do cap total hours accrued, but allow once per year buyouts at 50…