Theresa Gegen TX
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Don, your points are well taken. Anyone who posts a specific workplace scenario needs to do so in a somewhat generic manner (so that the company and the employee cannot be recognized). Anything said here could be discovered in a lawsuit or viewed …
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I'm kinda hurt that noone is interested in my recipe for hot raman!!
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Ramen noodles and peanut butter sandwiches. No wonder I can't find a husband!!
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Makes it easy to decide not to hire that person.
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I am sure some of you were looking for PORN and got lost and ended up here -- But apparently no one will admit it!!
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Growing up in Minnesota, we always went to Wisconsin to party (hey when I was in college Wis. Kept the drinking age lower). Almost every intersection in Wisconsin has a bar on it. I remember driving out in the country in the middle of no where Wis…
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Apparently nobody is getting work done today. Here are my cynical ones: Job Application Fill it with untruths and lies Get hired anyway Rather be at home Working on a Holiday Nothing completed
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That's great. I am definately going to use that one!!
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Hey Gillian, That's not a myth!! MYTH: This employee is at-will, so we can fire him for any reason. Truth: There are so many exceptions to the at-will doctrine, that a company is better off firing only for a good reason. Or MYTH: This is a "r…
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Also, banks are generally required to have Affirmative Action Plans. (Some type of government regulation involved). Good Luck!
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like original sin or a screw-up in grade school that goes on your permanent record, there is no law that requires it to be destroyed!!
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I think you will find that direct deposit is easier and faster than cutting checks once it is implemented. You may decide that you want to offer it to all employees (not just those in the bargaining unit), once you start using it. The only thing I…
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Remember that breaks under a certain amount of time (I believe its 20 minutes, but I would have to check the federal regs to be positive), must be paid. So if you are giving only a few minutes for lunch, it may have to be paid! Good Luck!
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I would be very careful with any document labeled a "contract." It may make the employer contractually bound for something it does not want to be bound with. A contract takes 2 parties and requires give and take. Contractal rights go both ways. S…
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I don't have any documents for you, but I do have some advice. Hire an expert in developing this type of material immediately. The law is very complicated, especially as regards heath insurance. Here are some recent examples that I have had to re…
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Lots of state's have laws that give employees rights to see and have copies of documents related to them. Texas does not, but many other states require employers to allow employees to review the file annually to make corrections, or require employe…
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I checked out the offical website and it also has a 1991 handbook on it. There is lots of other information on the website, so you might want to check there fore specific issues. Good Luck!
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I would keep both out of the personnel file and in a seperate file. 1. Medical information is confidential and must be kept confidentially. 2. People who might normally access information in personnel file (like supervisor) do not need to know a…
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I would consider making the policy "no use of cell phones while driving." The employee should pull over and come to a complete stop before using the cell phone. If you don't want to say "don't use while driving" then I am with the previous poster …
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I don't have a policy on that, but you probably need to keep that as an internal/managers type guideline (not a promise to employees in the employee handbook). Also, because these will be very fact specific, and searching a computer may require help…
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I assume that the spouses get to choose whether they are secondary or primary. Do you have any criteria. How do you determine who is primary if only one spouse works for you? A person could claim to be primary to get the six weeks, when actually the…
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YOu need to be very careful with doing these, and tailor the agreements to the individual situation. Otherwise the agreement probably won't be enforceable. Good Luck!
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One thing you might want to do for a supervisors guide is to have a question and answer section. This section could cover common workplace situations and give guidance to supervisors (for example: a female employee comes to you with a complaint that…
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Unless the employee has a contract, the general rule is that an employer can reduce pay in the future. In otherwords a pay reduction cannot be retroactive -- and the employee must be paid the agreed rate for the work he has completed. If the emplo…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-24-03 AT 08:40AM (CST)[/font][p]Yes. He is working for the company at the time. It does not matter if the place of work is his home. And if it takes him over 40 hours, he should get overtime. Howe…
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I think an employment attorney that represents employees would see this as a possible case of FMLA retaliation or pregnancy discrimination. You should suggest that your friend talk to an employment attorney in your state. Good Luck!
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Having an exempt employee do non-exempt work can destroy that employee's exemption. The law looks at it this way: One employee (Regardless of how many different jobs) -- One Employer NOT One job -- one employer So if the non-exempt work takes t…
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You need to look closely at their particular jobs. Outside sales people can be exempt from the hourly laws. Look at the regs -- because I am not sure if car dealers are considered outside sales people. Good Luck!
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Well, even though I don't know what you mean by "chinese overtime", I believe California has regulations that require overtime to be paid on a daily basis (for over eight hours). If you have employees in California, you will need to check their reg…
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You will probably never get your money back. Stop payment on the 2nd check, and tell the former employee you have done so -- it should not have been issued until the reversal of direct deposit was complete. Good Luck!