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NATSO Blog: Human Resources

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Bonus for Not Using Sick Time Okay?

Posted in: Truckstop Business, Human Resources

Today Federated Insurance is sharing one of our “HR Questions of the Month” regarding employment-related practices liability issues.

Question: We currently have a policy that provides that in the event an employee maintains the maximum accumulation of sick leave of 240 hours and does not use any sick leave during the calendar year, that employee shall receive a $200 bonus payable at the end of the year. Is this a concern for employment practices? We do not intend to discourage sick employees from using their time, rather to reward employees who do not abuse the current sick leave policy and have been healthy enough to accumulate their sick time, which they are allowed to use if they incur an injury but cannot get paid out (for unused hours) upon separation.

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Create a Successful Staffing Program to Enhance the Customer Experience at Your Truckstop

Posted in: Truckstop Business, Human Resources

Competition is increasing, and we have to do everything we can to create a pleasant in-store experience for customers, particularly in our industry where our shoppers demand speed and convenience. One bad experience is all it takes to break a customer’s loyalty, and a single moment of customer frustration could cost you both customers and profits.

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Employee Dying to Make Our Workplace More Colorful

Posted in: Truckstop Business, Human Resources

Today Federated Insurance is sharing one of our “HR Questions of the Month” regarding employment-related practices liability issues.

Question: We have a staff member who has dyed her hair bright blue, purple, red, yellow (up to and including her eyebrows). How acceptable is this in the work place?

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Indefinite Leave. Can You Terminate?

Posted in: Truckstop Business, Human Resources

Today Federated Insurance is sharing one of our “HR Questions of the Month” regarding employment-related practices liability issues.

Question: Our employee has tendonitis. His condition has not seen any improvement, if anything he has experienced regression. To date we have conducted two ergonomic assessments. We made the recommended adjustments following both assessments. We have also accommodated the employee throughout his employment with modified duty and modified schedule as dictated by the employee's physician and the employee's feelings for what he can undertake day to day. The employee’s work hours since December of 2016 have averaged 20.65 hours/week. Because of this reduction in work hours and the volume of work he is producing, we have hired a new full-time employee to handle what the employee has not been producing, as well as to meet the overall increased work load demands of our engineering department. We have three employees in this group and our work volume is such that we need all three to be productive 40 hours each week. However, we are not able to spread this out evenly and the other two engineers are having to work in excess of 40 hours to handle the volume that the employee is unable to produce. This employee sent an email today advising that “both of his hands are pretty messed up now, to the point that I cannot move them without being in a lot of pain. I cannot work anymore and I do not know if or when I will be able to. The medications I’ve been given are doing a bad job of dulling the pain, and it continues to get worse. I have a physical therapy appointment on Monday and a primary care appointment on Tuesday. I don’t know if they will help to get me back to work, and I don’t know when that will be.” We are really struggling with how to move forward properly with this employee and would really appreciate some guidance here.

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Position Changed. What Do We Do With The Employee?

Posted in: Truckstop Business, Human Resources

Today Federated Insurance is sharing one of our “HR Questions of the Month” regarding employment-related practices liability issues.

Question: We hired an employee last year. The company was looking for someone with a certain background. However, since then, our company has changed directions and will no longer require someone of this caliber. We will be keeping the position but changing the rate and experience to less than what the current employee is at. Can we terminate for these reasons? If not is there another way that we can handle this?

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Human Resources Question of the Month: We Dropped Under 50 Employees, Does FMLA Still Apply?

Posted in: Truckstop Business, Human Resources

Today Federated Insurance is sharing one of our “HR Questions of the Month” regarding employment-related practices liability issues.

Question: Our company recently made some changes, and we no longer have more than 50 employees. How do we handle our prior FMLA obligations (50 or more employees)? Do we have to wait a certain time period before we no longer are required to provide FMLA leave?

Response: Yes, if an employer drops below the 50-employee threshold typically required for Family and Medical Leave Act (FMLA) coverage, indeed there is a certain time period that an employer must wait before it ceases being a covered employer for purposes of the Act. The employer will need to comply with its obligations under the FMLA as to any eligible employees, until such time as it is no longer a covered employer...

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Human Resources Question of the Month: Unpaid FMLA And Paid Holidays?

Posted in: Truckstop Business, Human Resources

Today Federated Insurance is sharing one of our “HR Questions of the Month” regarding employment-related practices liability issues.

Question: We received a question regarding unpaid FMLA leave and holiday pay. An employee has requested unpaid FMLA leave. There are paid holidays during the leave period. Is the employee entitled to holiday pay?

Response: In determining whether an employee on FMLA leave is entitled to holiday pay for a holiday that falls during the leave period, the employer's policy governs

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Human Resources Question of the Month: Employees Late? Steps to Take.

Posted in: Truckstop Business, Human Resources

Employees Late? Steps to Take.

Today Federated Insurance is sharing one of our “HR Questions of the Month” regarding employment-related practices liability issues.

Question: What is the best way to handle employees who are constantly or continually late to work?
Response: The best way to manage employees who are consistently tardy to work is through the use and enforcement of the employer's disciplinary action policy or other similar progressive disciplinary approach. An employer should keep in mind the importance of issuing consistent disciplinary action for similarly situated employees who exhibit similar policy infractions.

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How to Add Homegrown Talent to Your Workforce Strategy

Posted in: Truckstop Business, Human Resources

There’s no doubt that going outside of your travel plaza to attract new hires with great skills and fresh ideas is essential for growth. But isn’t it time you began cultivating and “home-growing” your own talent? When you focus on attracting entry-level hires that are eager to learn the ropes and ambitious about possible advancement opportunities, you’re leveraging a tactic that will set you apart from your competitors and significantly grow your company’s talent pool.

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Can Advertising to Your Truckstop's Job Candidates Be the Future of Hiring?

Posted in: Truckstop Business, Human Resources

According to a report from iCIMS, recruitment marketing to potential job candidates is said to be the latest and greatest hiring mechanism. By utilizing the vast online space, HR recruiters can open their candidate pool to a community not reachable in the past. iCIMS notes that candidates are now considered “consumers,” and 86 percent of HR professionals believe that recruitment marketing is a useful way to attract and discover the best people for roles within their company.

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