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Hide and Go Seek:
A Workplace Surprise
HR Stories From The Front Lines*
If you’ve ever had to investigate a situation to determine who wasn’t doing his or her job properly (and we’re sure you have), then you know that things aren’t always easy to unravel.It can be difficult to get to the bottom of things, but what happens when the investigation reveals an unexpected upper level employee is at fault?
The following case study offers insight into events that even the most experienced HR manager might find troubling. *
Let’s join “HR Stories from the Frontlines” in progress.
Do you have an HR question keeping you up at night?
The following questions were submitted to our HR Professionals in the past month …Question #1
Our company is switching from paper checks to direct deposit in the following states: Arkansas, Illinois, Indiana, Kansas, Missouri and Oklahoma. We used to print time cards and have the employees sign
those time cards to verify their hours were correct before giving them the paper check. Now that we are switching to direct deposit by bank account or debit card, their choice, do we still need to have them sign a paper
time card verifying correct hours to keep us compliant with the DOL in each state and the federal government?
Question #2
Is it legal for a company to hire a new employee and put them on a 3-month probation period to see if the worker and the job are a good fit and if not a good fit is that grounds for termination?
Stella has worked from home as a full-time virtual assistant at AB Virtual Inc. for 2 years. The office from where Stella’s work is assigned is located 85 miles away from her home.
Last week, Stella informed George, her manager, that she is having surgery and needs to take a medical leave of absence for 6 weeks. Stella then asked if she could take FMLA leave.
George is not sure if Stella is eligible for leave because she works from home. He tells Stella that he will get back to her and then approaches the company’s HR Director with Stella’s request.
To be eligible for FMLA leave, Stella must have:
Worked for the company for 12 months;
Worked 1,250 hours in the previous 12 months prior to the leave beginning;
Worked at a site with at least 50 other employees within 75 miles of the worksite.
Is Stella eligible for FMLA?
No, Stella’s residence is more than 75 miles away from corporate headquarters.
No, remote employees are not eligible to receive FMLA because they work remotely.
Maybe, if the company employs more than 50 employees, remote employees are automatically eligible for FMLA.
Yes, if the site from which Stella’s work is assigned or the site to which Stella reports employs at least 50 employees within 75 miles of the worksite.
Knowing how to recognize workplace problems is a critical component of an HR Director’s job duties. Over the next three HR Trends articles, we will provide you with tips to assist you
in spotting and managing potential HR disasters.
This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.
