Tip Eight: Transfer the Employee
–Transfer the employee to a position where absences are less disruptive. The law permits this, as long as pay and benefits remain equivalent to the previous job. Go to Tip Nine
Author: Stephen Bruce, PhD, PHR
Text Messages: The New Employment Files?
In the age of iPhones, BlackBerries, and similar devices, text messaging is becoming as ubiquitous in the workplace as it is everywhere else. But as an employer, are you at risk of dropping the ball on essential recordkeeping because vital communications are transmitted on phones — often personal phones that don’t belong to the company?
‘Fire the Slugs’—That’s Good Turnover
“Fire the slugs,” says management expert Jeff Cortes. That’s good turnover and also it’s good for retention—all of your other employees have been wondering when you would act. “There’s good and bad turnover,” says Cortes, author of the book, No Nonsense Retention, which he characterizes as a collection of no-nonsense ways to retain your best […]
Tip Seven: Set a Schedule
–Insist that the employee work with you in setting up a schedule that includes as many treatments as possible in off-work hours. Go to Tip Eight
Tip Six: Follow the Certificate
–Hold the employee precisely to the certified time off. For example, if the certificate says ‘three one-day absences a month, don’t let the employee take 1 three-day absence. If required time off changes significantly, require a new certification. Go to Tip Seven
Tip Five: Request New Certifications
–Ask for a new certification for the claimed condition for each 12-month period. Go to Tip Six
IRS Doesn’t Want to Play High-low Anymore
The IRS announced July 19 that it intends to eliminate a set of alternative per diem rates called the “high-low” rates, which the federal government — and at their discretion, private employers — use to reimburse employees for meals and incidental expenses they incur while on business travel. In Announcement 2011-42, the IRS said it had […]
Why Stopping Retaliation at Work Is So Tricky
Adam worried that a dangerous chemical was being used without proper protection, and he reported it to Cal/OSHA.
I’m Glad I Asked—A True Story
By Stephen D. Bruce, PHR Editor, HR Daily Advisor It’s important to seek an employee’s explanation for a policy violation before you discipline, says attorney Allison West, as this story true story illustrates. Sometimes You May Be Surprised West, who is principal of Employment Practices Specialists in Pacifica, California, says that you always want to […]
One Tip on COBRA Compliance: Don’t Phone it In!
It is tempting to use telephonic and e-mail delivery to send notices on COBRA continuation coverage rights, but this is hard to do and not very practical, says COBRA expert Paul M. Hamburger, Esq. of Proskauer Rose in Washington, D.C. So the best way to ensure success compliance with COBRA’s continuation coverage rules – and […]