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.