sonny
About
- Username
- sonny
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
David. . I will tell your unions if you tell mine :0
-
As, usual David is correct. Maybe if you could give us a few more facts, we might be able to help more.
-
I think you need to talk to an attorney, too.
-
I don't know why you would need a policy. .maybe a procedure with a check list? Not clear what he is looking for. .ie turn in keys, notify IT or what.
-
Our employees have to use their own time (sick or vacation) for bereavement. As long as they have the time, we try to be flexible.
-
I don't know that it is illegal but with the information provided, it would be an incredibly stupid management practice.
-
Same as both above. Try to be flexible. Allow unless there is something special. . ie inventory which does not occur during holidays.
-
Good grief!!!
-
We require the use of sick leave prior to using vacation if sick.
-
I am now curious, too. I really don't see it fitting there, but there are a lot of things I don't see anymore!
-
Same as above
-
Not in my opinion but be sure you document, everything!
-
Quite a collection. . thanks.
-
Don't forget there are a lot of rules related to these programs so be sure to research and talk to an attorney. Good luck
-
You can design the program however you want that is legal. We covered employee only. Folks who were 62 loved it as it got them to Medicare. We are public sector and offered it to the class of employees who were at, or within one year of their norm…
-
Agree with Nae. We offered a voluntary incentive separation program. The incentive was three years of health insurance or the equivalent cash. It was pretty well received. Just make sure you don't pick and choose who you offer it to and speak to…
-
Ditto the others. Just say "off" or "out" .
-
Ours is defined by our pension plans. I am curious as to why it would matter? For gifts, party etc?
-
I would term. Still having some element of being a bleeding heart social worker in me, I might have someone check that he is OK as in alive.
-
Do you have an attendance policy? Job abandonment? Also, I would consider putting something in writing, not just phone calls.
-
I'd run it my your attorney if you have one. We had similar case but there was no spouse. The ee's beneficiary was deceased. The fighting family members ended up having to go court. It took forever b/c no one wanted to pay to have it settled. Unb…
-
That is really interesting David. .thanks for sharing.
-
Be sure to include language that allows management to by pass progressive based on the nature of the offense.
-
Cute. . giving to my favorite CPA
-
Being in the public sector in hurricane land this is an ongoing challenge for us. In addition to above, ee's all have a emergency classification A, B, or C. This doesn't help as much with notification as it does coordinating returns. We also utiliz…
-
If this works I'll be rid of those pesky 10 pounds in a heart beat!
-
WE do not test on everyone.
-
Love it!!!