Embedded Files
About This Page
About This Page
This page is always under construction. Please help us improve it by making suggestions. Tell us what's missing or what you'd like us to change.
Use CTRL-F to initiate a search.
Use CTRL-HOME to go to return to the top of the page.
Use CTRL-END to go to the bottom of the page.
Accommodation-Related FAQs
Accommodation-Related FAQs
What are the types of accommodations?
The type of accommodation requests that are legally protected include:
Medical for an employee
Medical for an employee's spouse or dependent
Pregnancy for an employee
Pregnancy for an employee's spouse
Religious for an employee
Other types of accommodation requests may or may not be legally protected.
NKY Health most often encounters requests for medical accomodations for an employee.
How do I determine what is reasonable?
NKY Health will make any accommodations needed to enable employees to fully perform the essential functions of their job provided that the accommodations requested are reasonable.
Accommodations can be in the form of religious or medical for either the employee or a dependent. NKY Health most often encounters medical.
Some factors to consider to determine what is reasonable include:
Solution: Would the employee be able to perform all the essential functions of their job if this accommodation is made?
Alternatives: Is there another accommodation that is more practical for NKY Health but would achieve the same goal?
Cost: Does it cost a lot of money to make this accommodation? Or is it within NKY Health's budget?
Impact on Business/Services: Will making this accommodation have a negative impact on NKY Health's ability to conduct business or provide services?
Impact on Other Staff: Will making this accommodation have a negative impact on other staff or create a need to bring on other staff?
If you answer "yes" to any of these questions, then the accommodation may pose an undue hardship and be unreasonable.
Incident Management-Related FAQs
Incident Management-Related FAQs
Visitor incident?
Coming soon!
What do I do when there's an incident involving an employee?
Please refer to the Workers Compensation, Incident Management, and Drug-Free Workplace page of this site.
????
Coming soon!
????
Coming soon!
Job Description-Related FAQs
Job Description-Related FAQs
Please refer to the Job Descriptions page of this site for details about job descriptions.
How often should job descriptions be updated?
Job descriptions should be reviewed annually and updated with any changes. They should also be updated anytime either of the following is the case:
The template changes
Duties change and the change(s) are expected to be long-term
Where can I find job descriptions?
Human resources keeps signed job descriptions in each employee's personnel file.
What is a job description template?
There are two kinds of job description templates:
A master job description template is a form that contains standard formatting and standard wording for all job descriptions at NKY Health. Human resources maintains this form.
A job description template is a template that your division direcotor(s) created using the master job description template. It contains the details that all jobs in a certain classification have in common.
NOTE: Job description templates exist only for jobs when more than one employee is in the classification
Where can I find job description templates?
You can find the master job description template on the Job Descriptions page of this site.
You can find templates for specific jobs using links at the bottom of the Job Descriptions page of this site. The templates are grouped by division with a group for those that are shared with one or more division.
Who is responsible for maintaining/updating job descriptions?
You and the employee are responsible for making sure their job description is up-to-date. You are responsible for making sure it matches the template.
Leave-Related FAQs
Leave-Related FAQs
Be sure to check Section 5 and subsections of NKY Health's Guide to Personnel Policies for guidelines regarding all leave types.
Can I deny a leave request?
Yes. You can, and should, deny a leave request when the leave is not protected by a federal, state, or local law and any of the following is true:
You suspect the employee is abusing leave and the need for the leave is unsubstantiated.
The employee does provides insufficient advance notice for the leave.
The employee fails to follow either established or widely accepted call-off procedures.
Approval would impair NKY Health's ability to provide services.
Approval would cause an undue hardship on yourself and/or other staff.
Other requests for similarly situated employees have been denied.
The employee is out of paid leave and a request for unpaid leave does not meet the guidelines estabished in Section 5.13 and subsections of NKY Health's Guide to Personnel Policies,
When in doubt, please check with your chain-of-command.
How much can I ask about a medical condition?
As a supervisor, you must ask questions sufficient to determine whether the condition is legally protected but you must avoid asking for a diagnosis.
It's best to keep questions vague such as:
Is this related to a serious medical condition?
Is this related to an inpatient hospitilization?
What are your restrictions?
When in doubt, please consult with human resources.
How do I track FMLA balances?
The easiest way is to create and run an FMLA report in ADP. The payroll folks can help you do that.
Payroll will also monitor and let you know when an employee is close to exhausting their balance.
What if an employee requests bereavement leave?
If the deceased is an immediate family member as defined in Section 9.1 of NKY Health's Guide to Personnel Policies, the employee may code up to three (3) days of time they were scheduled to work but didn't to "Bereavement" within a reasonable amount of time after the person's death. The employee may wait to use this time for a celebration of life or other related event that comes later. They may use up to three (3) days TOTAL for one deceaased.
If the deceased is NOT an immediately family member the employee may used up to three (3) days of sick leave for the same.
Remember to notify purchasing@nkyhealth.org if NKY Health should send flowers or a planter and to notify others with the employee's permission.
What if an employee is called to jury duty?
In most cases, you need to rearrange the employee's work duties to accommodate the absence.
Please ensure the summons is scanned as a .PDF and emailed to hr@nkyealth.org. Each time the employee reports, please ensure they obtain a certificate of service from the clerk and scan it as a .PDF to hr@nkyhealth.org. They should code their time missed to "Jury Duty."
In extreme cases when their absence would cause an undue hardship on NKY Health, Human Resources will prepare a letter requesting that they be excused. Most often the request is denied. When it is approved, the employee is normally called at a later date.
What if an employee requests unpaid leave?
Be sure to ask enough questions to determine whether the request will be protected by laws such as the ADAA, the FMLA, the PWDA, and other pregnancy-related laws,
When it is not, please refer to Section 5.13 and subsections of NKY Health's Guide to Personnel Policies,
What if I suspect an employee is abusing leave?
As a supervisor, you have the right to request documentation to substantiate the absence of but you should work with your chain-of-command or with human resources to make sure that your request is aligned with best prractices and other requests for similarly situated employees.
For example, you may request:
a note from a medical provider if you suspect abuse of sick leave
an obituary if you suspect abuse of bereavement leave
a repair note for chronic tardiness due to breakdowns on the way
Performance-Related FAQs
Performance-Related FAQs
Corrective Action-Related FAQs
Corrective Action-Related FAQs
NKY Health believes that all employees want to do well at their jobs. As a supervisor, there may be times when you must employ corrective action to help them along that path.
What types of internal corrective action are available at NKY Health?
The following types of corrective action are available for employees at NKY Health. They are in order of gravity. More serious offenses may not necessarily begin with #1.
Coaching/Mentoring
Usually the first tactic when gentle guidance is needed
Ideal for situations such as occasional tardiness, errors, etc.
Most of us could benefit from some coaching/mentoring
Counseling
When an employee is not responding to coaching/mentoring or a more serious situation must be addressed
Should be followed with an email to the employee summarizing key points and asking them to respond by a certain date and time indicating that they understand (Please bcc your supervisor and hr@nkyhealth.org so they are aware of the situation.)
Consider drafting the email summary before the conversation as away to collect your thoughts and outline the points you want to cover
Is not disciplinary in nature
Does not become a part of the employee's Personnel File
Refer to Section 7.3.1 of NKY Health's Guide to Personnel Policies
Performance Improvement Plan (PIP)
When a merit system employee is not responding to counseling or a more serious situation must be addressed and you want to give the employee time to making the changes needed
You or a mentor must meet with the employee regularly to discuss progress and next steps in the plan
Is not disciplinary in nature
Becomes a part of the employee's Personnel File (please obtain the employee's signature and email the document as a .PDF to the employee with a cc to hr@nkyhealth.org)
Progress updates also become part of the employee's Personnel File (please obtain the employee's signature and email the document as a .PDF to the employee with a cc to hr@nkyhealth.org)
Refer to Section 7.3.2 of NKY Health's Guide to Personnel Policies
Warning
When you need to send the message to a merit system employee that the situation is very serious and immediate correction is needed
The burden is on the employee to tell you how your or NKY Health can help them make the change(s) needed
Is disciplinary in nature
Is subject to appeal if Introductory Period has been completed
Becomes a part of the employee's Personnel File
Work with HR to draft a memo and obtain signatures on a Personnel Action form before issuing a warning
Refer to Section 7.4.2 of NKY Health's Guide to Personnel Policies
Reprimand
When you need to send the message to a merit system employee that this is "the last straw" before dismissal
The burden is on the employee to tell you how your or NKY Health can help them make the change(s) needed
Is disciplinary in nature
Is subject to appeal if Introductory Period has been completed
Becomes a part of the employee's Personnel File
Work with HR to draft a memo and obtain signatures on a Personnel Action form before issuing a reprimand
Refer to Section 7.4.2 of NKY Health's Guide to Personnel Policies
Suspension
Mostly used when:
A merit system employee has temporarily lost a credential needed to maintain their job (eg: a nursing license)
An investigation is underway and the employee must be removed from their job until the investigation is completed
NKY Health is awaiting results of a drug / alcohol screen
Could be disciplinary in nature depending on the outcome of the investigation or the drug / alcohol screen
Work with HR to draft a memo and obtain signatures on a Personnel Action form before issuing a suspension
Refer to Item 3 of Section 7.4.2 of NKY Health's Guide to Personnel Policies
Dismissal
Work with HR to draft a memo and obtain signatures on a Personnel Action form before dismissing an employee
Refer to Item 5 of Section 7.4.2 of NKY Health's Guide to Personnel Policies
Back to Performance-Related FAQs
Back to Topics
What if I believe the employee's problems stem from something psychological or emotional?
Your role is not to be the employee's therapist.
However, you can always encourage them to take advantage of free EAP services.
On occasion, it may be necessary for you to require them to use EAP services. In that case, please complete a Supervisor Referral form and email it to hr@nkyhealth.org for review before before sending it to EAP.
Back to Performance-Related FAQs
Back to Topics
What resources are available to guide me through corrective actions?
You can always work with your chain-of-command, your assigned mentor, or with HR.
For sample documents, additional guidance, articles, and training, please refer to the Performance/Behavior Counseling page of this site.
Back to Performance-Related FAQs
Back to Topics
What if the employee refuses to take part in a meeting, to listen, to sign, and/or to respond?
When the employee refuses to take part in a meeting, to listen, to sign, and/or to respond, this is considered to be insubordination which is subject to disciplinary action.
We suggest you gently inform them of this and give them the opportunity to correct their behavior.
Performance Evaluation-Related FAQs
Performance Evaluation-Related FAQs
How often do I complete a performance evaluation?
You must complete a performance evaluation at these intervals:
Within two (2) weeks of a new merit system employee starting (show them the PET and set goals)
Between six (6) and nine (9) months after new merit system employee starts (let them know how they're doing so they have time to make any adjustments before their Introductory Period ends)
Annually after a merit system employee completes their Introductory Period
You can also complete a performance evaluation anytime you feel you need to formalize feedback between you and an employee. We suggest completing an evaluation when any employee who is leaving your supervision and transitioning to another supervisor at NKY Health.
Back to Performance-Related FAQs
Back to Topics
How do I make a change on the performance evaluation form?
AdobeSign will allow you to make a change on the form as long as you haven't sent it for signature.
If you've already sent it for signature, then please cancel the form and initiate a new one. You should be able to cut-and-paste from the old one to the new one.
Back to Performance-Related FAQs
Back to Topics
What if everything I have to say doesn't fit in the boxes on the performance evaluation form?
Unfortunately, the boxes on the form do not grow and shrink to accommodate the size of the text. If you see a scroll bar, then you definately have too much text. If the box is completely filled, then you probably have too much text. AdobeSign will cut off any excess text when the form is saved as a .PDF.
Therefore, we suggest that you write "refer to attached" in the field and attach another document for lengthier responses.
If you prefer to attach a document instead of completing each field, just write "refer to attached".
When using an attached document for multiple fields, please be sure to indicate which field you are referencing.
Back to Performance-Related FAQs
Back to Topics
What if the employee doesn't sign their evaluation?
Find out why they are refusing to sign.
If they're having difficulty using the electronic signiture, show them how to use it.
If they think something need to be changed, find out what and either make the change (ONLY IF you agree with it) or explain to them why you are not going to make the change.
If they disagree with it, explain to them that their signature does not consistute agreement. It only acknowledges that they received it. Let them know that they can submit an attachment and refer them to Section 7.2.2 of NKY Health's Guide to Personnel Policies.
Back to Performance-Related FAQs
Back to Topics
What if i did not supervise the employee for their entire review period?
If the other person(s) who supervised the employee for part of the review period is still employed by NKY Health, then you should work with them to prepare the performance evaluation unless they conducted a performance evaluation when the employee left their supervision.
If another supervisor supervised the employee significantly longer than you did, then they should, at least, be present in the meeting. They may even conduct the meeting with you adding the goals.
Back to Performance-Related FAQs
Back to Topics
What if i need another set of eyes to take a look?
It's always a good idea to have someone else take a look before you share the evaluation with the employee. You are encouraged to reach out to your chain-of-command or to human resources.
Back to Performance-Related FAQs
Back to Topics
Where can I find step-by-step instructions?
Please refer to:
The Guided Checklist to Conducting ANNUAL Performance Evaluations page of this site
The Guided Checklist to Conducting INTRODUCTORY Performance Evaluations page of this site
Back to Performance-Related FAQs
Back to Topics
Why are Performance Evaluations necessary?
Performance evaluations are a great way to formalize communication with an employee. While an employee should never be learning how you feel for the first time on their evaluaiton, seeing it in writing makes it "more real."
Having a standard written form signed by both NKY Health and employees is great documentation to have on file.
Employees may use it if in place of a reference from NKY Health.
Pregnancy-Related FAQs
Pregnancy-Related FAQs
What if I learn an employee is pregnant?
As soon as you learn an employee is pregnant, you must complete and submit a Pregnancy Notification Memo available on the ADAAA and Pregnancy page of this site.
Keep this information confidential from anyone who does not have a business need to know. You may let the employee know that you will not share the information but they are welcome to share it or not.
What if the employee needs to miss work for routine doctor's appointments related to the pregnancy?
This is legally protected.
However, should may treat this the same way you would treat a request to use sick leave for a wellness exam.
Feel free to work with the employee to flex their time and/or to schedule appointments at times that are least disruptive to business operations and/or service provision.
What if the employee needs to miss work for morning sickness?
This is legally protected.
However, you should treat this the same way you would treat an accommodation for any other short-term medical condition such as a cold.
Feel free to work with the employee to flex their time and/or use paid leave.
What if the employee needs to miss work due to complications related to the pregnancy?
Please treat this the same way you would treat a request to miss work due to any other serious medical condition.
If the employee is eligible for FMLA-protected leave, then please manage it as FMLA-protected leave. Refer to the FMLA Management - Supervisors Responsibilities page of this site for details about how to manage FMLA-protected leave.
If the employee is NOT eligible for FMLA-protected leave this leave is still legally protected. The employee may use their Annual Leave or Sick Leave until both banks are exhausted. After both paid leave banks are exhausted, they may be eligible to use unpaid leave. Please consult with the head of Human Resources to make this decision.
Site Management-Related FAQs
Site Management-Related FAQs
How do I get a new keypad code to unlock the front door?
Each site has an unique keypad code to unlock the front door. Only the site manager and their backup(s) should know the code. The code should NOT be shared with staff or vendors.
Each regular vendor who needs after-hours access to the building has their own keypad code to unlock the front door.
When any of these codes becomes compromised and must be reset, please email hr@nkyhealth.org.
What is my responsibility for OSHA recordkeeping?
Please refer to the Your Responsibility for OSHA 300 Forms section of the Site Management page of this site for details about your responsibilities as a site manager.
Please refer to the How to Prepare and Post OSHA 300 Forms section of the Site Management page of this site for step-by-step instructions regarding preparation of these forms.
What is a signature legend and where can I find it?
The Kentucky Department of Public Health requires that all public health departments in Kentucky maintain a signature legend (also called a medical legend). This is a list that contains the following for anyone who may be recording in a client's chart:
Provider number
Name
Title
Signature (the way they will sign in a chart)
Initials (the way they will initial in a chart)
Hire date
Term date
You can access the most currently archived signature legend on the Site Management page of this site. If you need a more up-to-date version, please reach out to human resources.
Where can I find required posters/postings?
You can find the posters/postings themselves on the Required Posters page of the HR Site for Employees. You can find guidelines for posting them on the Required Posters page of this site.
Please check with your division director regarding other postings that may be required.
Who handles building maintenance?
Please refer to the Maintenance page of the Policies-Procedures-Forms site for details.
Timecard Approval-Related FAQs
Timecard Approval-Related FAQs
What should I look for when approving timecards?
Please be sure to look for all of the following:
All the hours worked are recorded
The hours expected are accounted for (usually 40/week for a full-time non-exempt employee and 22.5/week for a part-time non-exempt employee)
The hours are coded to the correct cost center
The employee is entitled to the paid leave they are coding
Paid leave being used is approved in ADP before the timecard is approved
Notes are added for exceptions and explanations
When do I need to approve timecards?
Usually, timecards need to be approved by noon on the Monday following the end of the pay period.
However, payroll may request that they be approved sooner due to holidays and other schedule adjustments.
What if I'm going to be out of the office?
Please either have someone in your chain-of-command approve them for you or assign approval to a peer.
Feel free to reach out to payroll@nkyhealth.org before you leave if you need assistance setting this up.
How do I make a change on a timecard I've already approved?
Unfortunately, ADP will not let you make a change after you have approved a timecard. But you can reach out to payroll@nkyhealth.org and we'll do it for you!
Training and Development-Related FAQs
Training and Development-Related FAQs
How do employees take advantage of training?
For training that is provided by NKY Health, or provided by another entity at no cost employees only need to:
Get approval from their supervisor.
Follow any instructions to register.
Attend.
For training that is associated with a fee, employees only need to:
Get approval from their supervisor.
Follow the normal purchasing process.
Follow any instructions to register.
Attend.
Back to Training and Development-Related FAQs
Back to Topics
What training is available?
NKY Health maintains a subscription to MyPURPOSE for every full-time employee. This gives access to hundreds of on-demand courses on various topics including supervisory topics.
On occasion, NKY Health also offers in-house training on various topics either face-to-face or via webinar. You will be notified when these are offered.
We also like to take advantage of various training offered by the Commonwealth of Kentucky, state agencies, and other community partners.
And, as budget permits, we encourage staff to find their own training if they feel they can enhance their knowledge by attending a webinar, face-to-face training, a conference, or something else that is offered by another entity.
Please refer to the Training page of the HR Site for Employees for details.
Back to Training and Development-Related FAQs
Back to Topics
What special training is available for supervisors?
NKY Health has a whole training curriculum available in MyPURPOSE for supervisors. Occasionally, NKY Health will bring in additional training for supervisors.
Other resources for supervisors are also available on this site.
Aside from the training in MyPURPOSE and other resources, supervisors have the same options as other employees for taking advantage of training.
Finally, new supervisors are often paired with a mentor to help guide them through supervision at NKY health.
Back to Training and Development-Related FAQs
Back to Topics
Who is responsible for developing my staff?
Everyone is jointly responsible for developing staff. NKY Health is responsible for creating opportunities for development. Staff and their supervisors are responsible for working together to determine which of the available opportunities are the best for each staff member and taking advantage of those opportunities.
You can also assign specific modules in MyPURPOSE to anyone reports directly to you.
Back to Training and Development-Related FAQs
Back to Topics
Who is responsible for training records?
Everyone is! Here's how it works:
Any training that full-time NKY Health employees complete should be added to the employee's own transcript in MyPURPOSE.
MyPURPOSE automatically logs courses it provides as soon as they are completed.
When a full-time employee completes training provided by another entitity, please remind them to log into MyPURPOSE and submit the record of outside training for their transcript. Each submission should come to you for approval after they submit it and before it becomes part of their transcript.
Back to Training and Development-Related FAQs
Back to Topics
Can I see what training my staff has completed?
If the employee has maintained their transcript in MyPURPOSE, you can log in and view the transcript.
If you want to check the progress of training assigned in MyPURPOSE, you can log in and generate a pie chart showing what is non started, in progress, and completed.
Unforeseen Closure-Related FAQs
Unforeseen Closure-Related FAQs
How does this work?
For general information, please refer to the Unforeseen Closure-Related FAQs on the HR Site for Employees.
What if one or more of contract staff needs access to the site?
When NKY Health is closed due to unforeseen circumstances, no one should access the building(s) or site(s) closed. Please consult with your chain-of-command if you feel an exception should be made.
What if one or more of my employees needs to work?
Usually, NKY Health employees must not work when their site is closed due to unforeseen circumstances.
There may be rare exceptions when an employee is required to work when their site is closed. Your division director will make this determination.
If you have an employee that you think should be required to work, please notify your division director as soon immediately upon learning that the site is closed.
If one of your staff wants to work, please thank them for their dedication and assure them that the work can wait until the site reopens.
Work Schedule- and Location-Related FAQs
Work Schedule- and Location-Related FAQs
Flexing Time - Related FAQs
Flexing Time - Related FAQs
Can I approve a full-time exempt (salaried) employee to flex their time?
Unless your chain-of-command has told you otherwise, you can approve a full-time exempt employee to flex their time across a pay period as long as the employee works at least 80 hours between the two weeks in the pay period.
Back to Work Schedule- and Location-Related FAQs
Can I approve a full-time non-exempt (hourly) employee to flex their time?
Unless your chain-of-command has told you otherwise, you can approve a full-time non-exempt employee to flex their time during a work week as long as the employee works or uses approved leave for 40 hours in the work week.
Back to Work Schedule- and Location-Related FAQs
Can I approve a part-time non-exempt (hourly) employee to flex their time?
Unless your chain-of-command has told you otherwise, you can approve a part-time non-exempt employee to flex their time as long as ALL of the following conditions are met:
The employee will work or use approved leave for the number of hours agreed upon in a pay period.
The employee will not work more than 40 hours in any workweek.
The employee will not work or use paid leave for more than 1279 hours in a calendar, fiscal, or rolling year.
Back to Work Schedule- and Location-Related FAQs
Can I approve a contract employee to flex their time?
Unless your chain-of-command has told you otherwise, you can approve a part-time non-exempt employee to flex their time as long as ALL of the following conditions are met:
The terms of the contract must be met or the contract amended.
The employee will not work more than 40 hours in any workweek.
The employee will not work more than 1279 hours in a calendar, fiscal, or rolling year.
Back to Work Schedule- and Location-Related FAQs
Why so rigid about flexing time?
In addition to doing it's best to comply with all federal, state and local laws regarding pay, NKY Health tries to navigate rules established by the Kentucky Public Pension Authority (KPPA) regarding when we are required to withhold from employee's wages and send contributions for retirement.
Many of KPPA's rules are determined by the number of hours an employee works and when they work those hours. NKY Health closely monitors this so we do not run afowl of KPPA's rules and cause the employee or the agency to have to unnecessarily send funds to KPPA.
Back to Work Schedule- and Location-Related FAQs
Flexible Work Schedule - Related FAQs
Flexible Work Schedule - Related FAQs
What do I need to do when an employee requests a flexible work schedule?
Before approving any changes to an employee's work schedule, please be sure of all of the following:
Approving the request will not impair productivity or pose any risk to NKY Health
The request is being treated the same as any other requests for similarly situated individuals
You know the guidelines your chain-of-command wants you to follow
You differentiate between an occassional request and an ongoing request
Back to Work Schedule- and Location-Related FAQs
What do I need to do when an employee requests an occassional flexible work schedule?
When an employee request a flexibile schedule for just a day or two, you can approve it without completing a form.
Back to Work Schedule- and Location-Related FAQs
What do I need to do when an employee requests an ongoing flexible work schedule?
When an employee requests a change to their work schedule that will be ongoing or for an extended period of time, please ensure that an Alternative Work Schedule (AWS) Form is completed and sent to hr@nkyhealth.org for them.
Back to Work Schedule- and Location-Related FAQs
How do I revoke an approved alternative work schedule?
To revoke an approved Alternative Work Schedule (AWS) Form, please email the employee with a cc to hr@nkyhealth.org and let them know that the approval has been revoked.
We suggest that you meet with the employee as much in advance as possible and before you send the email to let them know that you will be revoking the approval and the reason why.
Back to Work Schedule- and Location-Related FAQs
Work from Home / Remote Work - Related FAQs
Work from Home / Remote Work - Related FAQs
What do I need to do when an employee requests to work from home or work remotely?
Please refer to Section 3.3 and subsections of NKY Health's Guide to Personnel Policies for detailed guidance.
Back to Work Schedule- and Location-Related FAQs
How do I revoke an work from home / remote work approval?
To revoke a work from home / remote work approval, please email the employee with a cc to hr@nkyhealth.org and let them know that the approval has been revoked.
We suggest that you meet with the employee as much in advance as possible and before you send the email to let them know that you will be revoking the approval and the reason why.
Other Management-Related FAQs
Other Management-Related FAQs
Can employees use work time to attend benefits-related webinars?
Yes, your employees can use work time to attend benefits-related webinars as long as you approve this in advance.
Before approving a request, we suggest that you do all of the following:
Look at the topic to verify that the employee is eligible for the benefit
Consider how many others they have requested to be sure the requests are not excessive
Can I give a reference for an employee?
No. Please refer all requests for references, employment verifications, etc. to human resources. Don't worry.
This is standard practice for most professional organizations.
What's my budget for rewarding my staff with donuts, pizza, etc?
Unfortunately since we're a public agency largely funded by tax dollars, our budget for that sort of things is very limited and is normally exhausted by the annual all-staff retreat.
Revision Log
Revision Log
10/9/2025
Created
Page updated
Report abuse