Stearns Weaver Miller Weissler Alhadeff & Sitterson, P.A.
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Stearns Weaver Miller Weissler Alhadeff & Sitterson, P.A. Presented by Robert S. Turk  April 28 th , 2005. TEN Difficult HR Problems. AND PRACTICAL SOLUTIONS !. #1 Dealing with a Mental Disability. Bipolar Disorder Manic/Depressive Disorder Depression Brain Tumor.

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Stearns weaver miller weissler alhadeff sitterson p a

Stearns Weaver Miller Weissler Alhadeff & Sitterson, P.A.

Presented

by Robert S. Turk

April 28th, 2005


Ten difficult hr problems

TEN Difficult HR Problems

AND PRACTICAL SOLUTIONS !


1 dealing with a mental disability

#1 Dealing with a Mental Disability

  • Bipolar Disorder

  • Manic/Depressive Disorder

  • Depression

  • Brain Tumor


Dealing with a mental disability

Dealing with a Mental Disability

  • FMLA

  • ADA

  • Co-Worker Complaints


Dealing with a mental disability1

Dealing with a Mental Disability

  • Reasonable Accommodations – Case by Case

    • Flex Time

    • Quiet Time

    • Reduce Stress

    • Supervisory Training

    • Reassignment

    • Time off for Counseling

  • Document Performance Issues


Stearns weaver miller weissler alhadeff sitterson p a

# 2 Florida’s


Stearns weaver miller weissler alhadeff sitterson p a

Florida Whistleblower’s

Act of 1991

(Private Sector)


Florida whistleblower s act

Florida Whistleblower’s Act

An employer with 10 or more employees may not take any retaliation against an employee (law excludes independent contractors) if the employee has disclosed or threaten to disclose to a governmental agency under oath and writing some practice or policy of the Bank that is a violation of a law, rule or regulation.


Florida whistleblower

Florida Whistleblower

  • Written Disclosure to “GUBMINT” – Under Oath

  • Testifying before “GUBMINT” Agency, etc.

  • Objecting to or refusing to participate in violation of the law


Stearns weaver miller weissler alhadeff sitterson p a

“SOX”


Sarbanes oxley

Sarbanes-Oxley

“SOX”

  • It’s not just for public companies

  • SOX covers private employers doing business with public companies as a contractor or subcontractor

  • Complaining about any conduct reasonably believed to be violation of federal law concerning frauds or SEC rules


3 the factor

#3 The (+) Factor

  • Workers Compensation + Performance Issue = Retaliation

  • EEOC Charge + Performance Issue = Retaliation

  • Workers Compensation + FMLA = The Forgotten Employee


The factor

The (+) Factor

  • Temporal Proximity

  • Decision made before Claim

  • Decision made after Claim but with Documentation

  • Decision maker Did Not Know about Claim


Workers compensation

Workers Compensation

  • Co-Ordinate FMLA, COBRA, Workers Compensation, ADA with other LOA’s, Carrier, Supervisor

  • What’s The Prognosis ?

  • Is There Light Duty ?


4 transsexual status

#4 Transsexual Status

Miami Beach Ordinance July 7th, 2005 Prohibits GENDER Discrimination


Miami beach ordinance 62 31

Miami Beach Ordinance #62-31:

“GENDER INCLUDES………..

gender related self-identity, self-image, appearance, expression or behavior whether or not such gender-related characteristics differ from those associated with the individual assigned sex at birth.”


The locker room

THE LOCKER ROOM:

  • Private room

  • Use a lookout

  • If transition is complete, use of locker room of gender


5 use of technology

#5 Use of Technology


Use of technology

Use of Technology

  • Cell phone Policy

    • Driving

    • Photos

  • Email Policy – No right to privacy

  • Blackberry Policy – We are tracking you

  • Blogging Policy – We found you, you criticized us, we are mad, you are fired !


Use of technology1

Use of Technology

Union Issues -

  • Soliciting by E mail, cell phone

  • Cell phone pictures

  • Instant cell phone messages

  • What is your Solicitation/Distribution Policy ?


6 wage and hour issue

#6 Wage and Hour Issue


The thanksgiving conundrum

Help

THE THANKSGIVING CONUNDRUM

Thanksgiving Week

Assume: $400/weekly salary Non-Exempt Employee

MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY

14 HOURS 14 HOURS 12 HOURS HOLIDAY HOLIDAY


Company handbook says

COMPANY HANDBOOK SAYS:

  • This Handbook is not a contract….

  • Full-time employees are to receive their regular rate of pay for Holidays, including Thanksgiving and day after


How much to be paid

How Much To Be Paid ?

  • $400 Straight salary for 40 hours (including holiday) Salary covers all hours worked

  • $400 Straight salary Plus $80 16 hours at $5 per hour (half time) $480

  • $400 Straight salary Plus $160 16 hours at $10 per hour for holiday $560

  • $400 Straight salary Plus $240 16 hours at $15 per hour (time and a half) $640 for Holidays


How much to be paid1

How Much To Be Paid ?

  • $400 straight salary plus $240 16 hours at $15 per hour (time and a half) for holidays $5,500 attorney’s fees from lawsuit $6140


The thanksgiving conundrum1

Help

The Thanksgiving Conundrum

Thanksgiving week

Assume: $400/weekly salary Non-Exempt Employee

Monday Tuesday Wednesday Thursday Friday

Holiday but must work 8 hours

14 Hours

14 Hours

12 Hours

Holiday


Arrgghh

Arrgghh !!!


Stearns weaver miller weissler alhadeff sitterson p a

Best Answer Is 2 ½ Times the Regular Rate of Pay-8 Hoursat 1 ½ for the Overtime Work and 8 Hours of Straight TimePay for the Holiday!


7 the senior executive mid life crisis

#7 The Senior Executive Mid-Life Crisis

Why do things explode when I am on vacation?


Stearns weaver miller weissler alhadeff sitterson p a

  • Dating the subordinate employee

  • Do you have a non-fraternization policy ?

  • Love contracts

  • Divorce

  • Employee morale


Stearns weaver miller weissler alhadeff sitterson p a

#8

“ERISA !”

“Who is She?”


Erisa

ERISA

  • Benefits in Handbook which conflicts with SPD or PLAN

  • SEVERANCE Payments in handbook

  • Was that just a question or a claim ? YIKES !


Erisa1

ERISA

  • Make it short and sweet in the handbook – no details

  • Do not list severance payment formulae in handbook

  • Document employee complaints

  • Tell employee how to pursue claim

  • Get ERISA counsel


Stearns weaver miller weissler alhadeff sitterson p a

#9

“Who are these people ?”

Administrative Exempt of course


Administrative exempt

Administrative Exempt

  • Job changes as duties increase

  • Don’t let VP’s push HR into exemption

  • Get employee to document their independent judgment and discretion


10 the most difficult hr problem

# 10 THE Most Difficult HR Problem:

Supervisors and Managers

  • Do not know how to document or why

  • Do not trust HR

  • HR is the enemy


Stearns weaver miller weissler alhadeff sitterson p a

Seek assistance from Human Resources


Documentation

DOCUMENTATION

  • “FOSA” not “SOFA”

  • Get off the SOFA and FOSA!


What is fosa

WHAT IS FOSA?

  • F - FACTS (not conclusions) What happened?

  • O – OBJECTIVE What are we trying to correct?

  • S – STRATEGY How do we do it correctly?

  • A - ACTION What will happen if it is done incorrectly? What will happen if it is done correctly?


Stearns weaver miller weissler alhadeff sitterson p a

THE END


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