WE HAVE AN EMPLOYEE THAT WAS HIRED A WHILE AGO AND WAS OVERWEIGHT AT HIRING AND COULD PERFORM ALL DUTIES INCLUDED IN HIS WAREHOUSE AND DELIVERY DRIVING POSITION THAT HE WAS HIRED FOR. NOW THIS MAN IS OBESE TO THE POINT THAT IT IS EFFECTING HIS PERFORMANCE. HE CAN NO LONGER PERFORM SOME OF THE DUTIES NEEDED AND THERE ARE NOT SAFETY HARNESSES LARGE ENOUGH TO FIT HIM SO HE IS UNABLE TO USE THE EQUIPMENT DUE TO SAFETY. SECONDARY, THERE IS A SEVERE BODY ODOR PROBLEM, THAT WE CAN ADDRESS PERSONALLY WITH THE PERSON. HOW DO WE ADDRESS THE FACT THAT HE CAN NO LONGER PERFORM HIS JOB AND THERE IS NO OTHER POSITION TO SWITCH HIM TO? WILL THE ADA HAVE ISSUE IF THIS MAN IS LET GO? ALSO, IF THE ODOR PROBLEM DOES NOT RESOLVE WHAT OPTIONS DO WE HAVE, IT IS OFFENSIVE AND NO OTHER WORKERS WILL WORK WITH HIM AND SENDING HIM TO OUR CUSTOMERS LIKE THAT FOR DELIVERIES HAS BECOME AN ISSUE? Read More WE HAVE AN EMPLOYEE THAT WAS HIRED A WHILE AGO AND WAS OVERWEIGHT AT HIRING AND COULD PERFORM ALL DUTIES INCLUDED IN HIS WAREHOUSE AND DELIVERY DRIVING POSITION THAT HE WAS HIRED FOR. NOW THIS MAN IS OBESE TO THE POINT THAT IT IS EFFECTING HIS PERFORMANCE. HE CAN NO LONGER PERFORM SOME OF THE DUTIES NEEDED AND THERE ARE NOT SAFETY HARNESSES LARGE ENOUGH TO FIT HIM SO HE IS UNABLE TO USE THE EQUIPMENT DUE TO SAFETY. SECONDARY, THERE IS A SEVERE BODY ODOR PROBLEM, THAT WE CAN ADDRESS PERSONALLY WITH THE PERSON. HOW DO WE ADDRESS THE FACT THAT HE CAN NO LONGER PERFORM HIS JOB AND THERE IS NO OTHER POSITION TO SWITCH HIM TO? WILL THE ADA HAVE ISSUE IF THIS MAN IS LET GO? ALSO, IF THE ODOR PROBLEM DOES NOT RESOLVE WHAT OPTIONS DO WE HAVE, IT IS OFFENSIVE AND NO OTHER WORKERS WILL WORK WITH HIM AND SENDING HIM TO OUR CUSTOMERS LIKE THAT FOR DELIVERIES HAS BECOME AN ISSUE?
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? Read More 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?
What are the details of Michigan’s Earned Sick Time Act? Read More What are the details of Michigan’s Earned Sick Time Act?
An employee has been having an allergic reaction. After test the doctor determined it is the epoxy we use in our product. What are our options? She basically can’t work with our product. I am not sure what to do. Read More An employee has been having an allergic reaction. After test the doctor determined it is the epoxy we use in our product. What are our options? She basically can’t work with our product. I am not sure what to do.
How do you handle an employee who refuses to work mandatory overtime due to their religion? We’ve offered a temporary solution to the employee but he is emphatic about not working any Saturday o/t. Read More How do you handle an employee who refuses to work mandatory overtime due to their religion? We’ve offered a temporary solution to the employee but he is emphatic about not working any Saturday o/t.
Question- can an employer who provides the employee’s the option to rent uniforms for work, but when they leave, they do not return the uniforms, deduct the cost from the last paycheck? Read More Question- can an employer who provides the employee’s the option to rent uniforms for work, but when they leave, they do not return the uniforms, deduct the cost from the last paycheck?
Can an employer put an employee on a disciplinary action that prohibits them from calling out from work (which has seemingly become a pattern of Friday & Monday call outs) and using their Protected Time Off (PTO) in an attempt to avoid getting assessed points for his attendance and save himself from termination? This employee has always had an attendance problem and has used the system to his advantage. He is currently very close getting terminated per the company policy of reaching 8 points, but he will also be getting an additional 10 hours of PTO on 10/1/18. Which if follows his normal pattern, he will use immediately for time off. Read More Can an employer put an employee on a disciplinary action that prohibits them from calling out from work (which has seemingly become a pattern of Friday & Monday call outs) and using their Protected Time Off (PTO) in an attempt to avoid getting assessed points for his attendance and save himself from termination? This employee has always had an attendance problem and has used the system to his advantage. He is currently very close getting terminated per the company policy of reaching 8 points, but he will also be getting an additional 10 hours of PTO on 10/1/18. Which if follows his normal pattern, he will use immediately for time off.
Does the company of 25 employees have to comply with FMLA Military Leave for Spouses, parents, children etc? Read More Does the company of 25 employees have to comply with FMLA Military Leave for Spouses, parents, children etc?
I have a supervisor how recently informed me that he has a worker that he believes is using drugs. He said he has spoken to the worker on two separate occasions about keeping “extracurricular activities” to the weekends and not while he is at work. We are a member of the TN Drug Free Workplace which gives us the freedom to pre-screen, random screen, and screen on suspicion. But, I am not finding a clear happy definition of what suspicion is. I told my supervisor that the next time he feels the need to speak to this worker again just send him to be screened. Medical topics seem to be such hot topics right now that this makes me nervous. Am I good with my recommendation to my supervisor? Read More I have a supervisor how recently informed me that he has a worker that he believes is using drugs. He said he has spoken to the worker on two separate occasions about keeping “extracurricular activities” to the weekends and not while he is at work. We are a member of the TN Drug Free Workplace which gives us the freedom to pre-screen, random screen, and screen on suspicion. But, I am not finding a clear happy definition of what suspicion is. I told my supervisor that the next time he feels the need to speak to this worker again just send him to be screened. Medical topics seem to be such hot topics right now that this makes me nervous. Am I good with my recommendation to my supervisor?
If our company has mandatory working hours on Saturday (5 hours) and employee tells us he can’t work on Saturday because he’s going to school can we ask him for proof that he’s attending class? Read More If our company has mandatory working hours on Saturday (5 hours) and employee tells us he can’t work on Saturday because he’s going to school can we ask him for proof that he’s attending class?
