Kymm
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- Kymm
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We had an employee who had been through our disciplinary process for attendance problems. He was absent again and was now facing suspension. When I was going over this with him, he became very agitated and started yelling "This is not fair....THIS …
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Thank you! My e-mail is [email]Kymmt@romic.com[/email].
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Thanks, Helena! My fax # is (520) 796-6213 Kymm
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Thank you! The web-site is great and I will definitely refer to it in the future!
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On these new rules... those of you in California.. are we to now follow the new Fed "guidelines" for Exempt status, or stay with the CA guidelines which have not changed.
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Ok.. I truly thought I had this down, but the more I read the more confused I get. Am I on the right track here.... We are a public company and have a "PTO bank of hours for all employees. IF we have an exempt employee who has exhausted all their …
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The employees in question would be doing a different job on the weekends (it would be a Tech job which IS a non-exempt position. We want to pay them something additional for that work, but obviously, don't want to call it "overtime".
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Does anyone have suggestions on good web sites to research pay rates? I've done salary.com but wondering what some other ones might be. Thanks!
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Yes, the leaves will run concurrent. For the FMLA leave, our company policy states that "we require that you use all accrued paid time off for any part of the requested leave"... and for the CA PAID Family Leave, it states that the employer has the…
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Maintenance Manager for a janitor?? :-)
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Thanks... I can't see that AZ has any "state law" regarding when a meal period(s) must be taken, so we should go by Federal Law? And from what I can find in Federal law, there is no "time frame" when meal periods must be given. Looks to me like w…
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Yes, I agree... I will do it for all supervisors.. it certainly couldn't hurt!! :-) Thanks.
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Why did you have to keep him for a year if his FMLA was up after 12 weeks?
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He finally got the letter about the end of August. Every month we get a new letter from his doctor stating he needs to stay out "another two weeks, or another month"... We are looking at possibly doing some layoffs in another week or two - I would …
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We actually have doctor's certification putting him out on the 9th, so doctor's notes are not an issue.
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Just an FYI.. I found out that IF we were to cut him loose and only give him 2 weeks pay (instead of 30 days) that would legally change it from a resignation to a termination and he could be eligible for unemployment. Too much, huh?
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Problem being that money is extremely "tight" right now and we can't afford to be overly "generous" if it's not required. :-( I would prefer to keep them getting overtime, however, I just want to make sure that I am not incorrect in classifying th…
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I guess I'm hesitant in regards to whether or not they should be considered "blue collar".. yes, they may have a 2 yr degree but their work is very much "physical" and they do gain their knowledge and skills by doing fairly routine manual and physic…
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AJ, I, too, would greatly appreciate getting more info about the training material you put together - thank you so much for offering to "share"! My e-mail is [email]Kymmt@romic.com[/email].
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Well, I'm back... I undertand completely what you have all said in these past postings..however.. my question now is this.. IF we get an employment verification (by phone) from a "potential" employer AND they do NOT have a written "authorization" f…
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Do I feel stupid?? :-) Gotcha... obviously the release would come from the "potential" employer.. sorry!
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Pork... are you saying that I should get a written, signed consent form by the x-employee stating it's ok to give out this information? If so...yea right... like he's going to do that! :-)
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First, I see that I incorrectly said in my openihng question - LOA with H-1B expiring...it should say that his F-1 is expiring on July 8th. Don, you are saying that with him no longer having a valid F-1 card we can have him continue to work? That…
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Thanks Don! Perfect! (We are non-union)
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Just wondering what you all consider a "tardy" ? Do you have a "minimum" before you consider it tardy.. 5 min., 10 min... ? I am having a meeting with managers on Friday regarding this and I know it's going to be asked - just curious what you all …
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We are a hazardous waste recycling facility and randomly test ALL employees in AZ, WA and OR. However...I am being told that we should NOT test ALL employees in CA - Only "Safety sensitive" - (Those operating equipment and handling chemicals, etc…
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Thanks Don... guess I'm just confused and trying to figure out the best way to do this "applicant tracking". I think I just didn't follow you through your entire "process"..... you said that you only tracked resumes that became part of the intervie…
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Ok... so is there a problem with this "scenario".. we do not have any current job openings, but we get some resumes in, so we just "file them away" for possible future use. We do NOT track them at that point. Now... a month later we pull a couple …
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I think most of you are assuming this potential employee is a sales person - he is not. He is a Project Manager. We feel that if he comes to work for us, some of the companies he now "services" will want to follow him (where ever he goes!)... so.…
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Thanks for your response... I'm actually looking at something more for our "Managers".. Lab, Production, Transportation, etc. - a little lower down the ladder (than EVP's).