smarti
About
- Username
- smarti
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
We have an excellent E-Mail and Internet policy. I would be happy to share with you.
-
We have an excellent E-Mail and Internet policy. I would be happy to share with you.
-
jgarrett - I sent the policy out to 3 inquiries on this forum however, yours would not go through, send me an address and I will mail you the policy the old fashioned way, US Mail.
-
We just received the national pay adjustment projections for 2002 Most average 3.8% for manufacturing, 4.1% non-manufacturing and 4% for all industries combined. We are doing 4%
-
Overnight travel - Because of enforcement difficulties, DOL does not count as working time, overnight travel that occurs outside of regular working hours as a passenger on an airplane (& etc) where the employee is free to relax. Of course, emplo…
-
I neglected to point out standard#311 - section "Hourly pay for exempt employees" clarify's a Wage and Hour Opinion of 7/18/97 from their Field Operations Handbook which may explain how some exempt employees may receive ot. It can be really confusin…
-
The example for "professional engineer","Scientists" "nurses" etc who are primarily exempt may also fall under nonexempt professional is they have work that is secondary to primary work. Example, registered nurses are exempt in our medical clinic an…
-
The first thing I would do is look to the trigger point which may have changed the exempt status to non exempt. However, I would suggest you review the FLSA standards for "exempt" to see if the employee meets the tests. In some cases, professionals …
-
If there was a "no loss no gain" clause, the new company is responsible from my understanding. You might check that with your attorneys
-
Did you obtain a Doctor's Certification before granting the FMLA? Did the Physician say primary care or otherwise was needed on an intermittant schedule? Did the supervisor try to work out a work schedule to fit the employee and the company? We prob…
-
If the employee is out for several weeks with a serious illness as you have outlined,(assuming this was unexpected) the company needs to extend their concern and well wishes first,then go on to explain the FMLA is their protection as well as a requi…
-
Could you explain this "bonus" in more detail? You give a bonus after 30-60 day what event? And what is the purpose of your bonus. And, without knowing exactly what the circumstances, be careful, discretionary can always be tested, especially whe…
-
Your paying for skill level - if the new position is of a different skill level and is paid accordingly, then no problem. A lot of employees would like to take a lesser position but keep their higher pay. Doesn't make sense and is in compliance wi…
-
I have been in HR for many years, and currently work for a very large medical clinic with hundred of physicians, nurses, etc. Do not give any kind of pill to be ingested, including vitamins. The reasons are to numerous. You can have a training se…
-
You bet they can have someone else in the room during evaluation. You did not say what the "past behavior" meant, however if the manager or person giving the evaluation has been questionable in the past, the employee may be very uncomfortable. Be …
-
WOW! Have you ever got a job in front of you!!! I think you may know putting policies in place will not be hard. Selling them to the employee is another thing. I don't know how long you have been in HR however, presentation will be the key to acc…
-
The reason you have never heard of it being done before is because it could be considered discriminatory. Smokers have rights, non smokers have rights. If you address all other offensive (hard to define) odors, maybe you can address the smokers o…
-
Your HR person should be gone. If not before, definetly now!. I would consider her actions misconduct causing another possible harm. And if her boss new about her past discriminations, the boss should be seriously counseled for ignoring such seri…
-
I'm not sure we all need to be connected 24/7 however, cell phones and e-mails are appropriate,home address'and home telephone is not without permission from the person. Particularly on the internet! You may be providing personal information that …
-
It appears that you have had excellent advise from the prior messages and reply. However, I may only suggest further, (using this experience) that your management team needs to be trained in the areas of documentation and terminations as well as pr…
-
We do not include salary with our JD's or even when we post for job. Employees may apply for the wrong reason and it all becomes big hassle. To keep pay or ranges separate works for us.
-
In keeping with law (as we know it) all medical & health records are kept separate from the personnel file - as is reference checks and criminal background checks. Your 1-9's also should be separated from the file and kept in their own folder (…
-
We place the employee on a special leave during the arrest until final disposition of the charges. Only then would we determine whether reinstatement or return to active employment would be appropriate. Of course, many other factors regarding benefi…
-
We are a med clinic much like yourself with several locations. I'm sorry your having this kind of a problem. Of course all personnel records should only have a single authority and be centralized. The debate will continue forever if top management o…
-
I agree with Rocky and Gillian. Your doing just fine. If this isn't abandonment of the job, I don't know what is!! We would terminate.
-
I agree with Theresa on this one. Do not try to second guess. Get legal help
-
I believe some positions are just to sensitive to work their notice out, and can do more harm than good by staying. I believe that is the company's discretion. While I believe in presenting a most positive image for all employees, their are just som…
-
I have found that tips are like rumors, usually bad news or information. To avoid "tips" we have a policy that a supervisor or the tipster would have to complete signing their name. We found generally that people want to rumor or tip and not be acco…
-
It seems to me that the company is dodging the real problem. If you have an employee creating problems for other employees, it should be addressed. "Getting rid" of someone on maternity leave is not the appropriate way to handle this matter (in my o…