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	<title>Human Resource Blog</title>
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	<link>http://www.humanresourceblog.com</link>
	<description>Where HR Professionals Seek Answers</description>
	<pubDate>Thu, 02 Sep 2010 23:25:46 +0000</pubDate>
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			<item>
		<title>Gross Misconduct</title>
		<link>http://www.humanresourceblog.com/2010/09/02/gross-misconduct/</link>
		<comments>http://www.humanresourceblog.com/2010/09/02/gross-misconduct/#comments</comments>
		<pubDate>Thu, 02 Sep 2010 23:25:46 +0000</pubDate>
		<dc:creator>Caitlin</dc:creator>
		
		<category><![CDATA[Termination]]></category>

		<category><![CDATA[employee]]></category>

		<category><![CDATA[fired]]></category>

		<category><![CDATA[gross misconduct]]></category>

		<category><![CDATA[handbook]]></category>

		<category><![CDATA[vacation pay]]></category>

		<guid isPermaLink="false">http://www.humanresourceblog.com/2010/09/02/gross-misconduct/</guid>
		<description><![CDATA[Yes, drinking on the job would be considered gross misconduct by almost every employer. It is right up there with sleeping on the job, stealing money, sexual harassment, discrimination and bringing weapons to work as the worst workplace behaviors.
Whenever you update your employee handbook, you may want to include a list of items that are gross [...]]]></description>
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		<item>
		<title>Required employee, advanced, notification of pay-period from two weeks to one month</title>
		<link>http://www.humanresourceblog.com/2010/09/02/required-employee-advanced-notification-of-pay-period-from-two-weeks-to-one-month/</link>
		<comments>http://www.humanresourceblog.com/2010/09/02/required-employee-advanced-notification-of-pay-period-from-two-weeks-to-one-month/#comments</comments>
		<pubDate>Thu, 02 Sep 2010 14:38:24 +0000</pubDate>
		<dc:creator>Caitlin</dc:creator>
		
		<category><![CDATA[Compensation]]></category>

		<category><![CDATA[employee]]></category>

		<category><![CDATA[monthly]]></category>

		<category><![CDATA[North Carolina]]></category>

		<category><![CDATA[payday]]></category>

		<category><![CDATA[payroll]]></category>

		<guid isPermaLink="false">http://www.humanresourceblog.com/2010/09/02/required-employee-advanced-notification-of-pay-period-from-two-weeks-to-one-month/</guid>
		<description><![CDATA[While most states require that hourly employees be paid bi-weekly, North Carolina permits them to be paid monthly. Yes, you must inform the employees in advance that the payday has been changed. Otherwise, you are violating the North Carolina law that requires all wages to be paid in full on payday.
The best practice would be [...]]]></description>
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		</item>
		<item>
		<title>Employee bathroom usage on non-shift hours</title>
		<link>http://www.humanresourceblog.com/2010/09/02/employee-bathroom-usage-on-non-shift-hours/</link>
		<comments>http://www.humanresourceblog.com/2010/09/02/employee-bathroom-usage-on-non-shift-hours/#comments</comments>
		<pubDate>Thu, 02 Sep 2010 13:19:56 +0000</pubDate>
		<dc:creator>Caitlin</dc:creator>
		
		<category><![CDATA[Human Resources Management]]></category>

		<category><![CDATA[bathroom]]></category>

		<category><![CDATA[civil rights]]></category>

		<category><![CDATA[early]]></category>

		<category><![CDATA[employee]]></category>

		<category><![CDATA[homeless]]></category>

		<guid isPermaLink="false">http://www.humanresourceblog.com/2010/09/02/employee-bathroom-usage-on-non-shift-hours/</guid>
		<description><![CDATA[There are three separate issues here, and we will address them all: Bathroom usage, exceptions, and this employee.
First, OSHA regulations require that an employee be permitted to use the bathroom during their shift. There is no law or *civil right* that requires you to give employees access to the facility to use your bathroom 24/7.
The [...]]]></description>
		<wfw:commentRss>http://www.humanresourceblog.com/2010/09/02/employee-bathroom-usage-on-non-shift-hours/feed/</wfw:commentRss>
		</item>
		<item>
		<title>NYS Labor Law (Article 6, Section 190 and 191)</title>
		<link>http://www.humanresourceblog.com/2010/09/02/nys-labor-law-article-6-section-190-and-191/</link>
		<comments>http://www.humanresourceblog.com/2010/09/02/nys-labor-law-article-6-section-190-and-191/#comments</comments>
		<pubDate>Thu, 02 Sep 2010 13:16:05 +0000</pubDate>
		<dc:creator>Caitlin</dc:creator>
		
		<category><![CDATA[Compensation]]></category>

		<category><![CDATA[law]]></category>

		<category><![CDATA[manual labor]]></category>

		<category><![CDATA[New York]]></category>

		<category><![CDATA[wage payment]]></category>

		<guid isPermaLink="false">http://www.humanresourceblog.com/2010/09/02/nys-labor-law-article-6-section-190-and-191/</guid>
		<description><![CDATA[Unfortunately, no, there is not more detailed information on what constitutes a manual worker. The info from the New York Department of Labor is the final word on this, and even the state courts usually follow that guidance. To be on the safe side, an employer should consider any employee who works with his or [...]]]></description>
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		</item>
		<item>
		<title>Pregnant Employee</title>
		<link>http://www.humanresourceblog.com/2010/09/01/pregnant-employee/</link>
		<comments>http://www.humanresourceblog.com/2010/09/01/pregnant-employee/#comments</comments>
		<pubDate>Wed, 01 Sep 2010 19:30:14 +0000</pubDate>
		<dc:creator>Caitlin</dc:creator>
		
		<category><![CDATA[Human Resources Management]]></category>

		<category><![CDATA[employee]]></category>

		<category><![CDATA[family leave]]></category>

		<category><![CDATA[Florida]]></category>

		<category><![CDATA[FMLA]]></category>

		<category><![CDATA[pregnancy]]></category>

		<category><![CDATA[pregnant]]></category>

		<category><![CDATA[short term disability]]></category>

		<guid isPermaLink="false">http://www.humanresourceblog.com/2010/09/01/pregnant-employee/</guid>
		<description><![CDATA[Yes, there are a few items to keep in mind. Basically a pregnant employee must be treated like any other employee. Pregnancy is not a disability and should not change the way the employee is treated at work. Childbirth usually results in a disability lasting 4 to 6 weeks for a normal delivery and more [...]]]></description>
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