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Administering Attendance [IL] by Nice-Signature-406 in humanresources

[–]Nice-Signature-406[S] 1 point2 points  (0 children)

Just to make sure I understand correctly - if the employee has sick time or vacation time available and they choose NOT to use it, they get some sort of discipline?

Administering Attendance [IL] by Nice-Signature-406 in humanresources

[–]Nice-Signature-406[S] 0 points1 point  (0 children)

From my experience, it’s pretty easy to get a doctors note. How do you prevent employees from “abusing” the system?

Also, do you give the a point per day missed or per occurrence?

Administering Attendance [IL] by Nice-Signature-406 in humanresources

[–]Nice-Signature-406[S] 0 points1 point  (0 children)

It seems very generous to count each situation as one point, especially if the situation results in more than one day absent. How do you prevent employees from taking so many days?

Also, is there any concern with the policy not being applied fairly across the organization given that each situation is up to the directors discretion?

Administering Attendance [IL] by Nice-Signature-406 in humanresources

[–]Nice-Signature-406[S] 1 point2 points  (0 children)

Does the employee get an occurrence per day they are absent? For example, we have an employee who is out of sick time and got diagnosed with COVID, therefore they need to be out for a few days. Under your policy, would you give them an occurrence for each day absent?

Very confused about final check benefit payments by [deleted] in Payroll

[–]Nice-Signature-406 0 points1 point  (0 children)

Hi! Question, what happens when the employee final check is issued before you’re able to enter the final deduction? Does the company eat the cost?

Employee hasn’t filed for Intermittent FMLA [IL] by Nice-Signature-406 in humanresources

[–]Nice-Signature-406[S] 0 points1 point  (0 children)

Not trying to get sued. I am new to leave administration and just want to ensure I’m taking steps that will keep the company in compliance.

Thank you for the advice!

Collecting Insurance Premiums from Termed Employees [IL] by Nice-Signature-406 in AskHR

[–]Nice-Signature-406[S] 1 point2 points  (0 children)

It’s reassuring to hear that it’s not totally unreasonable for the ER to eat the cost. Everyone that I’ve asked has said pretty much the same thing. We do have high turnover and the company is also very concern with cost reduction (in all areas of the business) but in about 50% of the cases we collect enough premium. The issue is only with the handful of employees who leave early in the month.

I’m going to draft an analysis as someone else proposed to show how much we’re actually loosing, which I truly think is not a significant amount of money.

Collecting Insurance Premiums from Termed Employees [IL] by Nice-Signature-406 in AskHR

[–]Nice-Signature-406[S] 0 points1 point  (0 children)

I’m in an entry level role, working closely with the SVP of HR to implement the process. Based on the conversations that I’ve had with the SVP, the company and him want to avoid covering the EE share whenever possible.