js
About
- Username
- js
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
It is my understanding that if a person clocks in and goes to work you must pay them regardless of whether you told them previously it was okay or not. Are they clocking in and working or clocking in and not working? Our company has used our timecl…
-
For federal law, the FLSA does not have any restrictions to the number of hours you can make someone work. Many states have their own, more restrictive laws, you need to check your state.
-
I wish it were different, but... We pay $95.00 a month towards each employee's insurance-- regardless of what level of coverage they have opted. Employees are stuck with any where from $154 a month to $658 a month. We are a sewing industry just h…
-
I appreciate the reply. The amount of money saved is not worth the lower morale in my opinion. Otherwise, thanks to computers, there is no hassle. Employees earn under 30 hours due to medical (non-FMLA, ADA) absences, personal leave (longer than …
-
Send me an e-mail and I will send you a copy of a no-fault attendance policy that is still pretty lenient for employees and easy to administer. One key that makes it employee friendly is that 2 or more consecutive absences, if supported by documenta…
-
I agree with everyone. There MAY be an FMLA issue and there most definitely MIGHT be an ADA issue. Mentall illness is a big hot issue with ADA lately. I would cover myself and thoroughly check into the issue. I would like to add one point. AWilliam…
-
We make a copy of anything that we require an employee to sign. It is our feeling that if a person has to sign it, he is entitled to a copy of it. Although it is company propery, what do you have to lose if you have a valid write up? Being above boa…
-
NO. All other things are never equal-- hire the best candidate.
-
Thanks Down-the-Middle, I'll do that today.
-
Thanks Gar, it does help. I was specifically trying to recall the ones that trigger at 100. The only one I can remember that triggers at 100 is the WARN act. Are there any others? As long as I am asking, what is the accepted method for determining …
-
Specify in your attendance policy that even if a person is not in violation of the monthly attendance policy, that management can discipline for attendance patterns or issues that are deemed excessive. You may also consider specifying a longer peri…
-
You are right, I forgot about those two documents. Sorry ;-)
-
Items in Column B, that establish identity, can be used even if they are expired. And if they are current, and they expire during the employee's time with the company, they do not need to be updated. Items in Column A must be updated when they expi…
-
I would like to point out that Golf said he knew you had to keep I-9's 1 year after termination. It is one year after termination or 3 years after date of hire for terminated people, whichever is later. If a person starts 1-1-02 and quits 1-10-02 …
-
I'm not well versed enough to feel confident about giving the okay on one. But I can tell you some about them. First, they are not as easily upheld in some states as in others. Also, what you have to do to make them upholdable in some states are di…
-
Down-the-Middle is correct. How important is this new hire? We really strive to make our exempt managers feel "exempt". You know, not an employee-- but an extension of the company. Sometimes they work over, sometimes they work under...but it is a mi…
-
I think what you are saying is that in an "at-will" state an employer does not have to give a reason for termination. This is true-- but it is true on the 91st day as well, and continues to be true on the 1,000th day. There is no special amount of t…
-
What you are missing is that there does not have to be anything written on short hair. There is nothing written in our handbook that says you can not have a tatoo on your neck. We have employees that have tatoos on their necks. We do not have any ex…
-
Personally, I would wear long hair if I could. But I can't. I could understand your arguement better if you were an hourly employee, but I assume by your position you are exempt. Obviously you and your company are not a good fit. For exempt employe…
-
I think the law only protects on age discrimination until age 70. Besides, documented poor performance and consistant application of the policies will *usually* protect you. I wonder though, if someone who has put in 35 years of quality work at your…
-
I feel for you...you have quite a job ahead of you. If you are a member of the law center on this site there are some good publications on FMLA you can download. The government web sites are good for useful forms,etc. I would be careful in writing …
-
[font size="1" color="#FF0000"]LAST EDITED ON 10-29-01 AT 05:05PM (CST)[/font][p]I think the value of a written attendance policy varies with the type, size, and culture of an organization. I am in the manufacturing environment and I would not know …
-
I view it as you have to keep an I-9 for the entire duration of the persons employment. After a person quits you must keep it at least 1 year no matter what. If the person has worked for you less than 2 full years, you must keep the I-9 until 3 ye…
-
I am sorry, I did not mean DOL, I meant INS. I just was careless by being busy.