The HRM team just received this in the mail from a happy HRM client.
Thanks Fix Auto!!
With the holidays fast approaching, employees and bosses alike are debating whether it is a good or bad idea to exchange gifts at the office. To avoid any confusion, hurt feelings, and/or embarassment, Ladies’ Home Journal has come up with a few easy pointers to make sure you are following proper gift-giving etiquette: (more…)
There are 13,000 different voter districts in the United States and each one has its own rules and regulations. As HR administrators and employers, the important thing to know is whether or not your state requires employers give their employees time off for voting. Most do, and even some with pay.
Here’s the state-by-state list of employers who are mandated to give their employees time off to vote, re-posted as it appears on the Society of Human Resources Management (SHRM) website:
Alabama: Employers are required to give employees time off to vote unless the employee’s work shift commences at least two hours after the polls open or ends at least one hour before the polls close. If an employee requires time off for voting, the employee must give the employer “reasonable notice.” The employer is not required to grant more than a one-hour absence, and the employer may designate the time when employees may leave work to vote. Time off for voting is not required to be paid time off. Alabama Code § 17-1-5.
Alaska: Employers are required to give an employee as much time off “as will enable voting,” unless the polls are open for two nonworking hours before or after the employee’s work shift. Time off for voting must be paid. Alaska Stat. § 15.15.100.
Arizona: Employers must allow employees up to three hours of time off for voting unless the polls are open three hours before or after the employee’s work shift. The total time off allowed is three hours, less the time the polls are open before or after work. The employee is required to apply for leave before the day of the election and the employer may specify the hours when the employee may be absent. Time off for voting must be paid. Ariz. Rev. Stat. Ann. § 16-402.
Arkansas: Employers are required to “schedule the work hours of employees on election days so that each employee will have an opportunity” to vote. Employers are not required to grant paid time off. Ark. Code Ann. § 7-1-102.
California: If an employee does not have sufficient time outside of working hours to vote, the employer must provide enough time off that, when added to time available outside of working hours, the employee will be able to vote. Unless otherwise agreed, the time off must be at the beginning or end of a shift, whichever allows the most free time to vote and the least time off from work. Employees who, three working days before the election, have reason to believe that time off will be necessary must give the employer two business days’ notice. Up to two hours off must be paid. Employers must post, in a conspicuous place, a notice setting forth these provisions no less than 10 days before the election. Cal. Elec. Code §§ 14000-14001.
Colorado: Employers are required to give an employee two hours off to vote unless the employee has three consecutive nonworking hours available for voting at the polls. The employee is to be paid for working time he or she is required to miss in order to vote. The employee must apply for the leave before the day of the election and the employer may specify the hours that the employee may be absent, provided, however, that the hours shall be at the beginning or end of a shift if the employee so requests. Colo. Rev. Stat. § 1-7-102.
Georgia: Employers must give an employee up to two hours of time off to vote, unless the polls are open for two consecutive hours before or after the employee’s work shift. The employer may specify the time when employees may be absent. Employers are not required to provide paid time off to vote. Ga. Code Ann. § 21-2-404.
Hawaii: Employers are required to give an employee two consecutive hours off for voting unless the polls are open for two consecutive hours before or after the employee’s work shift. Time off for voting must be paid if the employee presents proof of having voted (with a voting receipt). Haw. Rev. Stat. § 11-95.
Illinois: Employers must give an employee up to two hours’ time off in order to vote unless the polls are open two hours before or after the employee’s shift. The employer may specify the hours when an employee may be absent. Time off for voting must be paid. 10 Ill. Comp. Stat. 5/17-15.
Iowa: Employers are required to allow an employee up to three hours of time off for voting unless the polls are open three hours before or after that employee’s shift. The total time off allowed is three hours, less the time the polls are open before or after the shift. Employees are required to apply for the time off in writing before Election Day and the employer may designate the period of time to be taken. Time off for voting must be paid. Iowa Code Ann. § 49.109.
Kansas: Employers must give an employee up to two hours of time off from work to vote unless the polls are open for two hours before or after the employee’s work shift. The total time off allowed is two hours, less the time the polls are open before or after work. The employer can specify the particular time when the employee may be absent as long as that time is not during a regular lunch break. Time off for voting must be paid. Kan. Stat. Ann. § 25-418.
Kentucky: Employers are required to allow employees at least four hours of time off in order to vote or cast an absentee ballot, but employees must request leave before the day of the election. The employer may select the time during which employees may be absent from work. Employers are not required to grant paid time off. Ky. Const. § 148; Ky. Rev. Stat. Ann. § 118.035.
Maryland: Employers must give an employee up to two hours of time off from work in order to vote, provided that the employee does not have two consecutive nonworking hours for voting while the polls are open. Time off for voting must be paid. Md. Code Ann., Election Law § 10-315.
Massachusetts: Employers are required to grant an employee time off to vote during the first two hours after the polls open, if the employee requests time off during that period. Only those who are employed in a “manufacturing, mechanical, or mercantile establishment” are eligible for time off under this provision. Time off for voting need not be paid. Mass. Gen. Laws ch. 149, § 178.
Minnesota: Employers are required to give employees sufficient time off to vote during the morning of the election. Time off for voting must be paid. Minn. Stat. § 204C.04.
Missouri: Employers are required to give an employee up to three hours off from work to vote unless the polls are open for three nonworking hours before or after the employee’s work shift. The employer may specify the three hours that the employee may take off for voting. An employee taking time off to vote must request such time off before Election Day. Time off for voting must be paid. Vernon’s Ann. Mo. Stat. § 115.639.
Nebraska: Employers are required to give time off to vote to employees who do not have two consecutive nonworking hours while the polls are open. This time shall be up to two hours but any nonworking time the employee has while the polls are open may be subtracted. If the employee applies for the absence before Election Day, the time off is to be paid. The employer may specify the time when the employee may be absent. Neb. Rev. Stat. § 32-922.
Nevada: Employers are required to give “sufficient time” for employees to vote if it is impracticable for them to vote during nonworking hours. An employee who works two miles or less from a polling place may take one hour; two to ten miles, two hours; more than ten miles, three hours. The employer may designate the hours an employee will take to vote. Time off is to be paid. Nev. Rev. Stat. § 293.463.
New Hampshire: Employers are not required to give employees time off to vote, but if an employee must be physically present at work or in transit to and from work from the time the polls open to when they close, the employee may vote by absentee ballot. New Hamp. Rev. Stat. § 657:1.
New Mexico: Employers are required to give an employee two hours off to vote unless the employee’s work day begins two hours after the polls are open or ends three hours before the polls close. An employer may specify the hours during which the employee may be absent. Time off is to be paid. N. Mex. Stat. § 1-12-42.
New York: Employers are required to give up to two hours paid leave to vote to employees who do not have four consecutive nonworking hours between the polls opening and closing, and who do not have “sufficient” nonworking time to vote. Employees must request the leave between two and ten days before Election Day. The employer may decide whether the leave is to be taken at the beginning or end of an employee’s shift. Employers must conspicuously post this rule in the workplace ten days prior to the election. Consol. Laws of N.Y. § 3-110.
North Dakota: There is no provision mandating time off for voting employees, but employers are “encouraged” to establish a program allowing employees time off to vote when their work schedule conflicts with the time in which the polls are open. N.D. Cent. Code § 16.1-01-02.1.
Ohio: Employers cannot fire or threaten to fire an employee for taking a reasonable amount of time to vote. Employers may not otherwise induce or compel an employee to vote or refrain from voting. Ohio Rev. Code § 3599.06
Oklahoma: Employers must allow an employee two hours off to vote unless the employee has at least three consecutive nonworking hours in which to vote. If under the circumstances three hours is not adequate, employees may take “sufficient” time. Employers may specify the hours for leave. Employees must give notice of the need for leave the day before the election and cannot have their pay reduced if proof of voting is provided. Okla. Stat. tit. 26 § 7-101.
South Dakota: Employers are required to provide up to two consecutive hours during the workday for an employee to vote if the employee does not have two consecutive, nonworking hours when the polls are open. The employer may specify the hours during which the employee may be absent. Time off is to be paid. S.D. Codified Laws § 12-3-5.
Tennessee: Employees who begin their workday less than three hours after polls open and finish less than three hours before polls close are entitled to up to three hours paid leave to vote. Employees must request leave by noon the day before the election. The employer can set the time for leave to vote. Tenn. Code § 2-1-106.
Texas: Employers are required to allow an employee sufficient time to vote, unless the employee has two consecutive nonworking hours in which to vote. Time off is to be paid. State agencies must allow each agency employee sufficient time off to vote in any national, state or local election, without a deduction in salary or accrued leave. Tex. Elec. Code § 276.004; Tex. Gov. Code § 661.914.
Utah: Employers are required to give an employee up to two paid hours off to vote unless the employee has three or more nonworking hours while the polls are open. The employer may specify the hours during which the employee may be absent; however, if the employee requests to be absent at the beginning or end of a shift, the employer must grant that request. The employee must apply for leave before Election Day. Utah Code Ann. § 20A-3-103.
Washington: Employers are required to arrange their employees’ schedules on Election Day so as to allow each employee a reasonable time, up to two hours, in which to vote. If an employee does not have two free hours during the day, the employer shall permit that employee to take up to two paid hours to vote. However, these provisions do not apply if the employee had time to secure an absentee ballot. Wash. Rev. Code § 49.28.120.
West Virginia: Employees who do not have three hours of their own time during polling hours are entitled to up to three paid hours of leave to vote. The employee must demand leave in writing at least three days before the election. In certain essential operations (health, transportation, communication, production, manufacturing, and processing facilities), employers receiving written requests can schedule the hours when employees will be allowed to leave, but must allow sufficient and convenient time to vote. W.Va. Code § 3-1-42.
Wisconsin: Employees are entitled up to three hours’ leave to vote. Employees must request such leave before Election Day. Pay can be deducted for the time away from work. The employer may decide when the leave is taken. Wis. Stat. § 6.76.
Wyoming: Employers are required to give employees one hour of time off to vote, other than meal breaks. The employer may decide when each employee may be absent. Time off is to be paid as long as the employee actually votes. Employees who have three or more consecutive nonworking hours while the polls are open are not entitled to leave. Wyo. Stat. § 22-2-111.
Many of our clients seek clarification regarding training pay and when they are required to compensate non-exempt employees for the lectures, meetings, and trainings they attend. The Fair Labor Standards Act (FLSA) requires employers to compensate employees for all hours worked. Hours worked ordinarily includes all time during which an employee is required to be on the Company’s premises, on duty, or at a prescribed workplace. Any hour that an employee works on behalf of the Company, or that the Company knows or has reason to know that work is being performed by the employee, is compensable time, regardless of where the work is performed (with some limitations).
Many companies give employees opportunities to attend lectures, seminars and training programs as well as require employees to attend company meetings. Depending on the facts of the situation, lectures, meetings and training programs may or may not be compensable. Time spent at the lecture, seminar, or training session does not have to be compensated if all of the following four conditions are met:
If all of the above factors are not satisfied, then employers must compensate their employees for any time spent attending the lecture, meeting or training program.
Is this article helpful?
Have you had a notable experience determining if an employee’s training is compensatory? Help others learn from your experience by leaving a comment.
A New Baltimore, Michigan woman is suing the car dealership she purchased her 2006 Ford Expedition from for the “human corpse smell” the car started emitting. She purchased the car from a Ford dealership in March 2010 when the temperature in Michigan was still cold. The rotting smell became evident as the weather got warmer and the summer months went on.
The Michigan woman filed a complaint with State Farm over the foul-smelling odor, which she believed to be the result of a dead animal. The insurance company hired a biohazard cleanup company to search the car and they determined the odor to be of human origin. The insurance company also discovered that the car had been stolen three times before the woman purchased it, which the dealership failed to disclose.
The woman is suing the Michigan Ford dealership for $25,000 plus court fees. It seems that the dealership failed to follow the implied covenant of good faith and fair dealing. Contracts impose this duty on each party as obligation for honesty while conducting a transaction. This general presumption is applicable when two parties of a contract agree to deal with each other honestly, fairly, and in good faith, so as to not destroy the right of the other party or parties to receive the benefits of the contract (i.e. in this case, a vehicle in good “smelling” condition). Some can argue that the dealership did not deal in good faith because they failed to disclose the past history of the Ford Expedition prior to the purchase of the vehicle.
Currently, employers are not required to provide employees with paid time off for national holidays. However, companies choose to provide paid holiday leave to employees as a benefit of their employment. Here are a couple guidelines that you should be aware of with regard to holiday pay:
It is always important to review your company’s policy regarding holiday pay for the list of recognized holidays and any rules or specifications unique to your company.
The deadline to file the 2011 EEO-1 Report is fast approaching. Are you required to file?
All private employers with 100 or more employees or employers who have less than 100 employees, but are affiliated with another company and has centralized ownership, control or management are required to file the EEO-1 Report with the Equal Employment Opportunity Commision (EEOC). All federal contractors who have 50 or more employees are required to file as well.
Qualifying employers must file employee demographic data with the EEOC. This demographic data includes sex, race/ethnicity, and job category/classification.
Further information and instructions for how to file can be found on the U.S. Equal Employment Opportunity Commission website.
Ever since the Federal Trade Commission (FTC) passed the Safeguards Rule, customer information security has been a hot topic over the past several years for auto dealerships. The FTC mandates that auto dealerships have a formal, written, and revisable program specifying the steps taken to protect customer’s personal information and prevent unauthorized use of such information. The three objectives needed in a Customer Information Security Program are:
What are the liabilities an auto dealership faces if no Customer Information Security Program exists or it isn’t implemented and/or communicated fully throughout the organization? A prominent auto dealership in Colorado learned the hard way, due to two fraud investigations within a few months regarding fraud and forgery of contracts.
Without a defined Customer Information Security Program, no risk assessment was completed to protect the customers’ information. It’s not just up to the dealership owner to be ethical, but all employees working for the dealership. Had there been a specific program in place regarding 1) Employee Training; 2) Information processing, storage, transmission and disposal; and 3) Detection, prevention and reaction to an attack of information systems, this dealership might not be in the predicament they are in and have a permanent black mark on their Colorado Dealer Board record.
More information on the Safeguards Rule for auto dealerships can be found at http://www.niada.com/PDFs/Publications/Safeguards%20Rule.pdf. HotlinkHR clients have access to a complete compliance program for Red Flags Rules and Customer Information Security included within their subscription.
Effective May 16, 2011, employers must follow the newly finalized Form I-9 rule (the rule was orginally published back in 2009). Here’s what that really means…
Don’t forget that the final rules prohibits employers from accepting expired documents; revises the list of acceptable documents by removing outdated documents and making technical amendments; and adds documentation applicable to certain citizens of the Federated States of Micronesia and the Republic of the Marshall Islands.
The list of acceptable documents that employees may present to verify their identity and employment authorization is divided into “List A” documents, which show identity and employment authorization; “List B” documents, which show identity only; and “List C” documents, which show employment authorization only. Employers may continue to use the current version of the Form I-9 (Rev. 08/07/2009) or the previous version (Rev. 02/02/2009). The U.S . Citizen and Immigration Service ( USCIS) Handbook for Employers, Instructions for Completing the Form I-9 (M-274), was updated on Jan. 5, 2011.
Workers who feel empowered by their employers are more productive and have higher morale, regardless of their industry.
These are the findings of a new study by lead researcher from the University of Iowa, Scott Seibert. He explains, “Empowerment is an effective approach for improving employee attitudes and work behaviors in a broad range of industries, occupations and geographic regions.”
The article, reported in EHS Today, lists four characteristics of an effective empowerment initiative:
“Managers in these studies reported that empowered workers were more innovative and more willing to take the initiative to solve problems on their own,” Seibert said. “Employees said they were more engaged in their work when empowered, that they felt like they had an influence and an impact on the business around them.”
What do you think? Do these initiatives improve team and individual performance, or do results vary in practice?
If you have experienced some of these workplace characteristics, leave a comment and share your insights with the community at the KPA blog.
Stop Whistleblowing by Handing Out Whistles
How Much is Employee “Slacking” Costing Your Company?