Sorry but we think you could have handled this situation better. The purpose of disciplinary action is to make the worker a better employee, by getting the employee to perform better in the future. It is not to assert your authority, punish the employee or prove that you have power over her
Go here to see the original:
Temporary Suspension of Overtime and Telework Privileges
If properly administered, this would be an excellent way to judge the applicants skills in an objective manner. The best practice would be to use the questionnaire as part of the screening process during the employment interview, or to gather this information verbally during the interview.
Read the original here:
Pre-employment questionnaire
The best practice is to give every qualified employee 8 hours of holiday pay in the payroll week, in addition to payment for hours worked. Holiday pay is always straight time, and does not count towards overtime. In addition, when possible you should give employees who work on the holiday another day off in the same
Excerpt from:
Working on Paid Holidays
So every single employee in your company has the power to independently sign contracts or make independent business decisions that have a signifiant effect on your bottom line? That is very hard for us to believe, and it is going to be very hard for the U.S. Department of Labor to believe, too
Follow this link:
Changing exemption status/payroll timing forms
2/15/2010 – - We have designed a TWO part Family and Medical Leave Act (FMLA) compliance webinar suite. We know how important it is …
2/15/2010 – - It’s been a big year for disability and family leave laws. The ADA Amendments Act and the sweeping changes to the FMLA both t …
Excerpt from:
ADA & FMLA: How To Navigate The Intersection Of Disability And Leave Laws Following Recent Legal Developments
2/15/2010 – - Just as we thought we were understanding who was disabled under the ADA, Congress amended the law that broadens the definitio …
You can pay this employee only his 6 hours of sick leave for the day. Under the federal FLSA or Fair Labor Standards Act, when the employer has a bona fide paid sick leave plan, and the employee exceeds his or her accrued sick leave, the exempt employee need not be paid his or her usual
More here:
Exempt employee paid for sick day if only has 6 hours sick leave accrued
There are a number of issues here: HIPAA, ADA, GINA, discrimination and a lack of boundaries or unprofessional behavior. When an employer is also a medical professional, the employer must be very, very careful about HIPAA violations. Generally, healthcare providers may not disclose any private health information on an employee, without written permission.
Go here to read the rest:
Medical advice
You seem to be unclear on the use-it-or-lose-it vacation policy. That policy requires that the employee use his or her vacation by a certain date, or lose the vacation time. At some companies, the *expiration date* is January 1 of the following year
See original here:
Unused vacation pay for employee at beginning of the next year
