I am an employer of around 120 employees therefore I HAVE to offer insurance to my employees. I am a MEDICAID paid employer under the Innovations Waiver of NC. The reimbursement rates are low so if lots of my employees would chose to take the insurance it could put me under. Luckily I only have had 2 people sign up for the past 2 years. Since the penalty is being withheld for people who do not have insurance have they decided about the future of employers still having to provide insurance?

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I am an employer of around 120 employees therefore I HAVE to offer insurance to my employees. I am a MEDICAID paid employer under the Innovations Waiver of NC. The reimbursement rates are low so if lots of my employees would chose to take the insurance it could put me under. Luckily I only have had 2 people sign up for the past 2 years. Since the penalty is being withheld for people who do not have insurance have they decided about the future of employers still having to provide insurance?

Our Board of Directors is currently in the process of rewriting our personnel policies. They have a question on our harassment policy. Currently it says “To report perceived harassment, the employee should contact the Equal Employment Opportunity Officer. Reports are to be in writing and submitted within two (2) weeks of the perceived harassment.” The suggested change is to remove 2 weeks and replace with immediately. One of the committee members was questioning the legality of such limitations with everything that we’ve been seeing in the media on reports of harassment incidents that are years old. Is there statutes/limitations on when an employee has to report harassment? Are we ok to request that reports are to be done in writing and immediately? We are in Kansas.

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Our Board of Directors is currently in the process of rewriting our personnel policies. They have a question on our harassment policy. Currently it says “To report perceived harassment, the employee should contact the Equal Employment Opportunity Officer. Reports are to be in writing and submitted within two (2) weeks of the perceived harassment.” The suggested change is to remove 2 weeks and replace with immediately. One of the committee members was questioning the legality of such limitations with everything that we’ve been seeing in the media on reports of harassment incidents that are years old. Is there statutes/limitations on when an employee has to report harassment? Are we ok to request that reports are to be done in writing and immediately? We are in Kansas.

Can you let someone go for excessive absences?

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Can you let someone go for excessive absences?

I did not know that blanks=BAD! and that they need to be filled in with n/a. Fixing I-9’s for current employees isn’t a problem but what do I do with previous employees I-9’s? Do I fill in the blanks with n/a myself or leave them blank since I am not the employee? Thanks!

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I did not know that blanks=BAD! and that they need to be filled in with n/a. Fixing I-9’s for current employees isn’t a problem but what do I do with previous employees I-9’s? Do I fill in the blanks with n/a myself or leave them blank since I am not the employee? Thanks!

I have an employee that is planning a student demonstration in which he carries a large tree on his back. He wants it to be a struggle. We are concerned about him getting hurt. This is outside his job description. He is a youth pastor. Is there anything we can do to protect ourselves from any potential worker’s comp claims? He has been advised this is not a good idea but we don’t want to put a stop to it since the overall message is a good one for church’s youth.

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I have an employee that is planning a student demonstration in which he carries a large tree on his back. He wants it to be a struggle. We are concerned about him getting hurt. This is outside his job description. He is a youth pastor. Is there anything we can do to protect ourselves from any potential worker’s comp claims? He has been advised this is not a good idea but we don’t want to put a stop to it since the overall message is a good one for church’s youth.

Please help me to understand COBRA. Once employee receives notice, she/he has 60 days to choose COBRA continuation coverage and during 60 days wait time till they give us notice, can we cancel their health insurance ?

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Please help me to understand COBRA. Once employee receives notice, she/he has 60 days to choose COBRA continuation coverage and during 60 days wait time till they give us notice, can we cancel their health insurance ?

We have a new hire (2/7/18) who has been absent 4 full days and 4 half days due to illness. Initially, it was an infection, and more recently due to migraine headaches. She has mentioned that she believes the migraine headaches are due to fatigue from her job. Our ad for the position described it as 8 to 5 daily, 8 to 6 a couple of days a week, and occasionally a Saturday. Her supervisor verbally described the job as 8 to 6 daily, 8 to 7 a couple of days a week, and occasionally a Saturday. Seasonally, there is less time required, and currently it’s the busiest season. This is an exempt position. So many questions: 1) What is the consequence(s) of describing the hours differently in the job posting and then verbally? 2) How do we respond when she tells us that her migraine is due to fatigue from working longer hours, and do we need to offer an accommodation? 3) In spite of her great skills, the fast pace of the position may not be a good fit for her. What do we need to consider in that conversation? Thank you for your advice.

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We have a new hire (2/7/18) who has been absent 4 full days and 4 half days due to illness. Initially, it was an infection, and more recently due to migraine headaches. She has mentioned that she believes the migraine headaches are due to fatigue from her job. Our ad for the position described it as 8 to 5 daily, 8 to 6 a couple of days a week, and occasionally a Saturday. Her supervisor verbally described the job as 8 to 6 daily, 8 to 7 a couple of days a week, and occasionally a Saturday. Seasonally, there is less time required, and currently it’s the busiest season. This is an exempt position. So many questions: 1) What is the consequence(s) of describing the hours differently in the job posting and then verbally? 2) How do we respond when she tells us that her migraine is due to fatigue from working longer hours, and do we need to offer an accommodation? 3) In spite of her great skills, the fast pace of the position may not be a good fit for her. What do we need to consider in that conversation? Thank you for your advice.

Is an employee required to complete the certification provided in order to be covered under FMLA? What if they are unable to because of their condition?

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Is an employee required to complete the certification provided in order to be covered under FMLA? What if they are unable to because of their condition?

I need to speak with an employee who has severe body odor. Can you help me find a way to handle this hygiene issue properly?

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I need to speak with an employee who has severe body odor. Can you help me find a way to handle this hygiene issue properly?

Are we required to change the employees name on the I-9 if they get married?

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Are we required to change the employees name on the I-9 if they get married?