http://www.hrlaws.com/forum This is a discussion forum for HR profesionals. http://forum.hrlaws.com en Sat, 19 May 2012 04:16:24 GMT vBulletin 60 http://forum.hrlaws.com/images/maestro/misc/rss.jpg http://www.hrlaws.com/forum http://www.hrlaws.com/forum/showthread.php?t=67533&goto=newpost Fri, 18 May 2012 18:18:47 GMT I realize this won't make sense to many of you, but Chicago is hosting the annual NATO summit this weekend (North Atlantic Treaty Organization). Many leaders of member countries are flying into my fair city, clogging up traffic and making security extra-crazy. It has created some pretty strange circumstances - we've had commuter train lines cancelled because they go too close to the summit, there are law enforcement officers about every 30 feet downtown, and all sort of warnings about violence, protestors, and even tear gas.

It has been interesting because it has forced my company to, for the very first time, actually go through the motions of emergency/contingency planning, and come up with a strategy of being able to serve our clients when we can't get to the office.

What's the craziest thing you've had to prepare your business for? Have you ever had to enanct your emergency plans? ]]> Around the Water Cooler Still Need Coffee http://www.hrlaws.com/forum/showthread.php?t=67533 http://www.hrlaws.com/forum/showthread.php?t=67532&goto=newpost Thu, 17 May 2012 15:34:40 GMT I am new to the construction industry - so forgive my ignorance when asking this question: I am receiving correspondence from our Work Comp... I am new to the construction industry - so forgive my ignorance when asking this question:

I am receiving correspondence from our Work Comp carrier on a couple of our cases asking me if the EE is 'still employed' with our company and 'if not, what is their termination date.' Both of these particular cases were injuries that occured in 2010 & early 2011.

This has led me to question WHEN is it acceptable to 'terminate' someone? I guess I assumed that they would remain 'employed' at least to the point of Total Disability/Inability to RTW or if they indicated they were moving on to another job.

Can you shed some light on this for me? Where does a company 'draw the line'? And no, it is not addressed in any policy that we have here....but evidently needs to be.

Thanks.
Kelly:confused: ]]> khayes http://www.hrlaws.com/forum/showthread.php?t=67532 http://www.hrlaws.com/forum/showthread.php?t=67531&goto=newpost Tue, 15 May 2012 20:27:14 GMT My question involves situations when employees do not qualify for FMLA leave because they have not worked at the employer long enough. Some... My question involves situations when employees do not qualify for FMLA leave because they have not worked at the employer long enough. Some employers provide NON-FMLA leave for a medical condition. The confusion seems to be over how to handle the costs of those benefits that the employers usually pays 100 percent, like life insuarnce, or vision or dental insurance. Have any of you found any legal support for the employer billing that cost to an employee who is out on NON-FMLA leave? I have been unable to find anything that clearlt prohibits it. ]]> Benefits sneddon http://www.hrlaws.com/forum/showthread.php?t=67531 http://www.hrlaws.com/forum/showthread.php?t=67530&goto=newpost Wed, 09 May 2012 21:16:28 GMT Ok, I need your wisdom again. I was notified by one of our managers an employee wants to take medical leave to care for a parent in Mexico. I sent... Ok, I need your wisdom again. I was notified by one of our managers an employee wants to take medical leave to care for a parent in Mexico. I sent the request form and the doctor's certification form to the store and gave the manager instructions to pass on to the employee. Well, the employee filled out both forms, stating her mother's bones hurt. What?!?!?

I called the store and told the manager that a doctor has to fill out the form. She said that she doesn't think the mother has even seen a doctor yet. I can't find any info on what to do if the person to be cared for is out of the country. If we start making exceptions now on not requiring the proper paperwork, it will come back to bite us. Other employees can call fowl.

My first thought is to tell the manager that the employee can quit and come back when her mother is better, IF there is a position available. This is what we do if a person doesn't qualify for FMLA.What would you do in this situation? ]]> bethk http://www.hrlaws.com/forum/showthread.php?t=67530 http://www.hrlaws.com/forum/showthread.php?t=67529&goto=newpost Wed, 09 May 2012 16:57:38 GMT We are having problems hiring employees that are NOT passing their drug tests. We are drug testing everyone that works in our yard, but I need some... We are having problems hiring employees that are NOT passing their drug tests. We are drug testing everyone that works in our yard, but I need some guidance as to what I might can put on our application that would eliminiate us paying for drug testing and applicants failing. Example--we reviewed current application and sent applicant for drug test, later found out he had back problems and was taking over 120 prescribed pills/month for back injuries. Due to this, he could not fulfill the duties required of him, driving-safety-lifting-etc. and we had to let him go.

I know that ADA will not let us ask what medications they are taking, and if you ask the usual "is anything prohibiting you from lfting, driving, etc. all answer YES even though that is not true! Do you have any ideas that we might could put on our application to prohibit excessive drug screening? ]]> jbroussard http://www.hrlaws.com/forum/showthread.php?t=67529