PAhr
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If I were you, I would have a discussion with the ultimate decision maker about implimenting a new flex time policy which would be very specific about how often it can be done, procedures that MUST be followed when using flex time (written request s…
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Not to muddy the waters any further but does anyone realize that "at will" is not even a law? It is a doctrine which came about in the late 1800's.
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I'm all for "at will" but I'm also for progressive discipline. "At will" gives you the opportunity to terminate if you recognize that a situation just isn't working out or that one act of misconduct constitutes immediate discharge. But progressive d…
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Here is thread about this very same subject a month ago. [url]http://www.hrhero.com/employersforum/DCForumID14/3332.html[/url]
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Here in PA it's about 60% of the employee's earnings based on the employee's highest quarter with a cap of $451. You also get dependant allowances but I think you can only claim a max. of two dependants for a total of $8. per week and you have the o…
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If he goes through with this there will be trouble. The Employee Polygraph Protection Act has very specific guidelines that an employer must follow. It is illegal to require, request, suggest or cause any employee or job applicant to submit to a …
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[font size="1" color="#FF0000"]LAST EDITED ON 08-06-03 AT 10:54AM (CST)[/font][p]The information I have states that in D.C. an employee has the right to review his/her personnel records, to insert rebuttal information and to request the removal of a…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-04-03 AT 02:42PM (CST)[/font][p]In Pennsylvania you must be ready and able to work, which is usually the norm for all states, but once the person is recovered they can then apply for UC benefits. Also…
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The EEOC has no average settlement. Most settlements are based on lost wages (which will vary from person to person), any bonuses which may have been lost, unpaid medical bills or COBRA reimbursment or re-enstatement to job. The EEOC can also mandat…
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Someone can correct me if I am wrong but my understanding is that a right to work state only refers to the ability to join a union but for all intents and purposes, the state is still employment at will. Meaning employees can leave at will and emplo…
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Ok, we are going to send out a memo and have all supervisors do shift meetings to just review the harassment policy and give the employee's all a copy with the added class and have them sign the log sheet to show they are aware of ALL the policies. …
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From what I can gather Cheryl Forbes claimed gender discrimination after ABM Industries turned her down for promotions which she was qualified for in favor of less qualified male employees. ABM Industries has already announced it's intention of appe…
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Although you don't need to allow her the 30 days paid leave, you do have to offer at least 12 weeks unpaid leave under FMLA as adoption and baby bonding time is covered under FMLA.
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This is a very tricky issue. What you have cited applies to conversations over a telephone. They don't necessarily apply to conversations taped in say a break room. One reason is that there is no expectation of privacy in a public area, we as employ…
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The numbers he needs are (314)539-7800 for the EEOC and (314)340-7590 for the MCHR as he will need to dually file his complaint with both agencies. Forgive me but I don't even see where this is an EEOC/MCHR issue unless the employee filed the grieva…
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I didn't mean to offend you LindaS. It was meant as a joke. Please forgive?
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An HR Manager is the person who is allowed to come in late, leave early and not be penalized for taking his dog to the vet. The HR Administrator is the one stuck doing all the hands on work like harassing the supervisors into making sure they docu…
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This post may be long but bare with me. First the ratio of men to women is a little uneven but that in itself is not illegal. Employers must hire the most qualified for the job. If it just so happens that the most qualified for the positions were ma…
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You should notify her immediately that she needs to be certified for FMLA. There is no doubt in my mind that this condition is covered under FMLA. The doctor should fill it out stating the current problems and the likely duration. If she can return …
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I'm not sure I would do that. You must notify an employee of any reduction in salary before the reduction takes place. You also cannot make any deductions from the employee's paycheck that will not benefit the employee. Taxes, health insurance, dent…
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Sorry Gillian, I miss spoke. The case I was thinking of was Wilma Nicole Stout vs. Baxter Healthcare Corp. in the fifth circuit which deals with whether the company's attendance policy toward probationary employees had a disparate impact on pregnant…
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You should discipline these ees as you would any other ees. So long as you are treating them as you would any other ee who is not pregnant, you are not violating any laws. In California, a state notorious for employee rights, a woman brought suit ag…
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The company has insurance for itself and some key members of the company. The insurance will not cover me. And to Pork, I do believe you are giving excellent advice but in this situation we are about two years too late.
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Although I want to do right by my company I have already considered obtaining my own attorney. As I said I only suspect the termination was based on illegal reasons. I only suspect this from the comments made by my boss and a review of the emplo…
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I have less than three years of experience in HR. I did go to the Head of HR when my boss insisted on writting the employee up for attendance. I didn't feel that we should write her up based on days that should have been covered under FMLA. I was…
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She should start saving any records that she can which would prove she is doing her job well. Aside from that there is not much she can do. If he tries to fire he for poor performance she will have all she needs to prove that that isn't the case …
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When I say a tight ship I mean that if one person misses work someone has to cover. Although I feel we should have extras on every shift so that others aren't getting stuck, we do not have that in place as of yet. As far as firing the guy, I woul…
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We are not unionized so there are no issues with that. My issue is we run a pretty tight ship. We run a relief system so if one employee doesn't show up another employee has to stay. We will grant FMLA if warranted but I just cannot see allowing …
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[font size="1" color="#FF0000"]LAST EDITED ON 01-05-03 AT 11:23PM (CST)[/font][p] I consider myself fairly knowlegable in the medical field but even I have no clue what that is. Did she explain? Oh my. Do a a google search with vociferous flat…
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No, I do not refer to the employees in that manner. Not even to our attorney. I did not even address the issue with him. I want to make sure I have all my ducks in a row before I discuss his interpertation of the rules with him. This is just an em…