HR Generalist Manual

below.

S:\HR\Desk Manuals\Generalist

 The Workers Comp Coordinator can provide the employee with a panel of
physicians or healthcare providers specifically used by the workers
compensation insurance carrier.

 Failure to promptly report accidents, injuries, or illnesses, or failure to consult
with an approved healthcare provider could result in denial of benefits.

 TeamHealth reserves the right to require a substance abuse test in accordance
with applicable laws for workers compensation claims.
A positive substance/drug test may result in a denial of benefits.

 The law requires that TeamHealth notify the workers compensation insurance
company regarding any concerns of false or fraudulent claims. Any person who
makes a false or fraudulent statement(s) or misrepresentation(s) for the purpose
of obtaining or denying workers compensation benefits or payments may be guilty
of a crime. Prosecution may result as well as fines, civil penalties and/or
imprisonment.

 Any employee that files a workers compensation claim and is eligible for Family
Medical Leave (FML) will be required to complete FML certification forms after a
work absence of four or more consecutive work days/shifts. Under TeamHealth
guidelines, the FML absence will run concurrently with the worker’s compensation
absence unless prohibited by applicable law. Any workplace injury, accident, or
illness must be immediately reported to the department manager and the Human
Resources representative, regardless of the severity of the injury or accident.

Invoices & Supplies

1. Code to proper AU – (10041 for Human Resources)
 Temps – code to supervisor or department that requested temp
 Background checks- code to department that requested the hire

2. The supervisor of the person who made the purchase will need to sign before the
invoice sending Accounts Payable
 Prior to sending to Accounts Payable forward through approval path (approval path
will vary by service line)

3. Expense Reports and check requests should be sent to the appropriate Accounts Payable
processor.

4. Concur is used for individual employee purchases that need to be reimbursed.
 Concur instructions can be found on Teamshare or by clicking the link below.

http://teamshare/training/Pages/concur.aspx

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Service Awards

Each Service Line handles service awards differently and is responsible for ordering
their own awards for their respective Employee Appreciation Day from Tharpe Robbins.
Service Awards presented to employees with 5, 10, 15, 20, 25, 30 years of service

Informational Resources

Department of Labor

The Department of Labor website offers helpful information on the following topics and a link
is attached below:

 Fair Labor Standards Act (FLSA)
 Occupational Health and Safety Act (OSHA)
 Consumer Credit Protection Act
 Family and Medical Leave Act
 Americans with Disabilities Act ADA
 Amendments Act
 Executive Order 11256
 Rehabilitation Act of 1973, Section 504
 Uniformed Service Employment and Reemployment Rights Act (USERRA)
 Employee Retirement Income Security Act (ERISA)

http://www.dol.gov/

Equal Employment Opportunity Commission

The EEOC provides a range of informational materials and assistance to individuals and
entities with rights and responsibilities under EEOC-enforced laws. Most materials and
assistance are provided to the public at no cost.

http://www.eeoc.gov/

Additional specialized training and technical assistance are provided on a fee basis
under the auspices of the EEOC Education, Technical Assistance, and Training Revolving
Fund Act of 1992. For information on educational and other assistance available, contact
the nearest EEOC office by calling:
1-800-669-4000 (voice) or 1-800-669-6820 (TTY).

Publications available at no cost include posters advising employees of their EEO rights,
and pamphlets, manuals, fact sheets, and enforcement guidance on laws enforced by the
Commission. For a list of EEOC publications, or to order publications, write, call, or fax:

U.S. Equal Employment Opportunity Commission
Publications Distribution Center
P.O. Box 12549
Cincinnati, Ohio 45212-0549

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1-800-669-3362 (voice)
1-800-800-3302 (TTY)
513-489-8692 (fax)

Bureau of Labor Statistics

The Bureau of Labor Statistics website provides a variety of demographic and statistical
information about employment, wages, occupations, demographics, etc. A link is provided
below.

http://www.bls.gov/

Salary.com

Salary.com is a top-tier provider of Web-based human capital management products.
Salary.com's consumer-facing business features the Salary Wizard, the Salary Center suite
of tools, and the customized Personal Salary Report. A link to the salary.com website is
provided below.

http://www.salary.com/

WorldatWork

WorldatWork, formerly the American Compensation Association, is the world’s leading not-
for-profit professional association dedicated to knowledge leadership in compensation,
benefits and total rewards. A link to the WorldatWork website is provided below.

http://www.worldatwork.org/

Society for Human Resources Management (SHRM)

The SHRM website offers a variety of resources and links with further information on many
areas of human resources management. A link is provided below but a password is required
for access beyond the main screen.

http://www.shrm.org/

Society for Human Resource Management
1800 Duke Street Alexandria, Virginia
22314 (703) 548-3440
FAX: (703) 535-6490
Email: [email protected]
Technical Assistance: [email protected]

State Specific Regulations Database on SHRM:

You can select the state that you’re researching on the left, and then select the law topic that

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you want on the right.

Here are some examples of what you’ll find on here:

- Payment upon termination requirements
- Vacation/PTO Laws
- Leave Laws
- Wage Deduction Laws

http://apps.shrm.org/statuesregulations/ViewChart.aspx

Business and Legal Resources(BLR)

https://hr.blr.com/

User Name: 3443477
Password: 37919

Professional Development

Certification is the well-earned badge of professional achievement. Beyond experience and
education, it is the true measure of knowledge in the HRM field.
For more than a decade, the Human Resource Certification Institute (HRCI®) has set the
nationally recognized standard for the profession. SHRM® and HRCI® have always been, and
still remain, separate and distinct organizations. The new SHRM® Certifications are separate
from these HRCI® certifications.

For up-to-date information, visit www.hrci.org & www.shrm.org.

Exam Eligibility Requirements:

PHR® & SHRM-CP® Eligibility:
 1 year of demonstrated professional HR experience with a Master’s degree or
higher
 2 years of demonstrated professional HR experience with a Bachelor’s degree
 4 years of demonstrated professional HR experience with less than a Bachelor’s
degree

SPHR® & SHRM-SCP® Eligibility:

 4 years of demonstrated professional HR experience with a Master’s degree or
higher

 5 years of demonstrated professional HR experience with a Bachelor’s degree
 7 years of demonstrated professional HR experience with less than a

Bachelor’s degree

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Candidates interested in these examinations can apply online at www.hrci.org or
www.shrm.org.
Recertification:
To maintain these designations, HRCI® and SHRM® require certified HR professionals to
recertify every three years. Recertification can be obtained by documenting 60 credit hours of
professional development experience or through recertification by re-examination. You can
recertify online at www.hrci.org or www.shrm.org.

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