Human resource experience

1. Human Resource Management
by Lizbel Vasquez

2. 1- Legal cases
2-Separation agreements
3-Staffing : pay new hire similar wages
4-Housekeeping Dr notes with restrictions
Accommodations: light duty same employment
Must be able to perform essential functions of job
5- C.N.A. (Certified Nursing Assistants) importance of
communication
6- Hiring Process
7- Update life insurance policy
8- FMLA ( Family Medical Leave Act)
9- Disciplinary actions when in violation to rules and
regulations & extended vacation w/o approval
10- Hiring Temp to Perm

3. 11- PAC Meetings 1x week
 Discuss accidents and incidents with
residents and employees
 Manage/communicate with employees who
are on leave of absence

4. HR Responsibilities
2 types of employees
Union 1199
Non-union
Union employees consists of
Healthcare workers ( RN, LPN, Dietary Aids, CNA’s)
Housekeeping
Engineering
Union Benefits:
 Medical coverage, education, training, pension, child
care

5. 1199 provides different types of benefits
3 tier Medical Benefits
WC 1 full coverage Medical, Dental, Vision,
Prescription
WC 2 No Prescription
WC 3 Only Medical

6. Current Topics
HR interacts with different types of candidates
1)The Millennial's
 employees born between 1980-2000
 Rep 83,000,000 of the population
 Want career advancement, work life balance, challening
work.
 Want to be engaged (ask questions & understand)
 Quality of life balance ( Determines how Engaged they are)
2) BabyBoomers
 Born between 1946-1964
 Loyal to Employer in contrast to the Millennial’s
 Work for one employer
 Follow Directions

7. Exceptional Customer Service
 Customer service initiatives
 Meet employees needs with correct and consistent
assistance
Eg:Greetings
How to end a call
How to approach , enter & leave a resident
room
 Core values sheet
Eg: Can’t speak to spouse of employee but can speak to
both

8. Applies to organizations with
50 or more employees
Must offer employee affordable healthcare
coverage
Tax filing
More regulations and possible fines for non
compliance
Belong to organizations like SHRM or read
different sources to stay current with ACA and
otherHR related issues

9. 2 groups of non-union employees
Exempt & non exempt
Exempt Employees
Salary workers ( NO- overtime)
Non-exempt ( Hourly)
Hourly employees entitled to overtime pay
AS of July 2016 DOL may increase income to qualify for
over time from $24,000 to $50,000 annually

10. HR meets with
Administrator, CEO & CFO
Discuss Impact
Ensure non-union workers are rightly
categorized
Manage category based on salary & job
duties

11. Accidents & Incidents
 Employee loses time based on a work related
injury
 OSHA Log completed annually
 Tally how many accidents with lost time
 OSHA Log must be posted for employees to
review & to OSHA if employee admitted to
hospital
 If employee is admitted to hospital the
incident must be reported to OSHA

12.  Bachelor Degree
 Preferably10 years of progressive experience
 Customer Service Oriented
 Flexible
 Organized
 High Integrity

13. 12 weeks per year
Provides job protection not pay
Not all employee or family member conditions are
covered
Eg: for childbirth baby 6 weeks or childbirth via C-
section 8 weeks
HR duties
Review FMLA request
Designate FMLA request within 15 days
1st look to see if person already took FMLA during
the previous year

14.  Effective since 11/6/86
 Dept of Home Land Security requires
employees to be authorized to work in the
U.S.
 Keep spread sheet to keep track of expiring
documents
 Once authorization to work expires employee
can no longer work

15.  Call references & ask them to provide
1. Name
2. How long they have know potential hire
3. How do they know the person
4. Ask about character
Eg: dependability, quality of work, caring
Gather information date and sign. Submit to
Director for next steps in the hiring process

16. Unemployment – the state of being
unemployed
 Must be ready
 Able
 Willing to work
 Usually granted when there is performance
related issues
 Unemployment not entitled without good
cause
 Misconduct such as theft ( employers can
appeal within time limit or they for fit pay

17. Supervisor –
 States their experience & relevance
 Describes the incident
 Lawyers advises them to be aware of Leading ?’s
 Make sure just to answer yes or no
Director-
 States employment & relevance to the issue
 Describes the investigation
 Shows that employee was notified of rules &
regulations
 Critical to review record after discipline to see
prior history in order to assess final disciplinary
action

18. HR Director_
 3rd Step Grievance Officer
 Provides decision after hearing the grievance
 Sharp memory ( provides detail of dated
documentation & witness accounts
 Approves termination based on discipilanry
record
& final incident
 Determines credibility of employee and
witnesses

19.  “ Make sure your job looks like you”
 “If your Not passionate it’s work,
If your Passionate, it’s a pleasure”
 “It’s not just what you know,
It’s getting to know the players”
 “Better to give a delayed answer than a
wrong answer”
 “You NEVER get to re-do a bad impression”
N.B.