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bsa

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bsa
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  • If you are facing a potential legal issue -- contact your attorney. Your attorney will protect the company with client/attorney privelege, yet be able to advise you on the best action to take for the protection of your employee. Her request for con…
    in Confidentialty Issue Comment by bsa October 2001
  • [font size="1" color="#FF0000"]LAST EDITED ON 10-02-01 AT 08:33AM (CST)[/font][p]You can't get around it -- all the reasons for moving him out are legal ones. But, the man is not getting proper rest and relation [u]away[/u] from work, which we all k…
    in Employee Living on-site Comment by bsa October 2001
  • The point system is supposed to be very black and white so you can't discriminate. But some of our federal and state laws create some HUGE exceptions to the point system. I think that the Pregnancy Discrimation Act is one of those exceptions.
    in Termination for Points Comment by bsa September 2001
  • OSHA's General Industry Stanards "1910.20 (d) Preservation of records" say to keep medical records for at least 30 years, with only a few exceptions to that.
    in Recordkeeping Medical Files Comment by bsa September 2001
  • I looked at the instructions for the I-9. It says..... "Employers must retain completed I-9's for three (3) years after the date or hire or one (1) year after the date employment ends, whichever is later." I'm not sure how to interpret it, but I …
    in I-9 forms .. how long do you keep them Comment by bsa September 2001
  • Mike -- Your reflections bugged me all day today and I just had to try to respond. First, I don't think the European way is the answer. What they have is not protection from wrongful termination, it is protection from termination. I don't see our …
    in reflections on labor day Comment by bsa September 2001
  • I used to work for a small company that made provisional job offers, pending the results of a medical exam by an independent medical provider. Orientation, forms completion, etc. occurred after this exam.
    in New Hires Comment by bsa August 2001
  • Thanks Therese. I like the idea of listing the essential functions of the position. Nail it down to job related and serious medical conditions.
    in Excuses Comment by bsa September 2001
  • Theresa, I just looked at the DOL's FMLA medical certification form and I don't see a place for the employer to request medical information about a specific ailment. Is there another format that an employer can use, or would a cover letter to the d…
    in Excuses Comment by bsa August 2001
  • My company "made an exception" for one valued long term employee. The same employee came to expect "exceptional" treatment in all areas. AND, other employees noticed and requested the same. We finally had to backtrack in order to stop informal po…
    in Employee issue Comment by bsa August 2001
  • It's probably not an OSHA violation. But it sounds like the manager's boss could be walking the fine line of an employment law violation by threatening termination for expressing an opinion.
    in Retaliation under OSHA Comment by bsa July 2001
  • Texas Pay Day Law says that you can only deduct when you 1) are ordered by a court; (2) or by state or federal law; or (3) have written authorization from the employee.
    in Mailing paychecks Comment by bsa July 2001
  • The Texas Payday Law says deductions must be authorized in writing by the employee, unless it is federal or court ordered.
    in Mailing paychecks Comment by bsa July 2001
  • My current insurance carrier only terminates at the end of the month. It's a cost of doing business. In the past, I have had insurance terminate on the last day worked. IF COBRA is elected, they are reinstated back to the date insurance was termi…
    in Benefit Premiums Comment by bsa July 2001
  • They need to information if life insurance amount is salary based. You can tell the vendor that confidential information will be provided by each individual at the time of enrollment.
    in Giving out information Comment by bsa July 2001
  • Right On Rockie --- You get my vote!!
    in Firing Fears Comment by bsa July 2001
  • Why not make the trip a "wake up call" for this guy. Place him on probation, give him some goals, and document that you warned him in very strong terms that his job is in jeopardy. Hatchetman has some very valid points --- Why take the chance? I …
    in Termination - Need Advice ASAP Comment by bsa May 2001
  • "salary.com" is a good website for salary information and job descriptions.
    in Salaries or Pay Scales Comment by bsa July 2001
  • You have good grounds for termination. Don't change your story now -- it does not look in court!
    in Reneging on Resignation Comment by bsa May 2001
  • Absolutely not. I don't have the space to retain them, my office is only 8x10. Besides, most unsolicited applications don't have skills that apply to my small manufacturing environment.
    in Applications Comment by bsa August 2001
  • The South Carolina Employment Law Letter for August, 2001 has an excellent article on military leave. I didn't realize that the law was so specific.
    in Military leave Comment by bsa August 2001