TLC Shelly
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- TLC Shelly
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My boss got me good. When I came in this morning I received a message from the receptionist that we got a call from Dept. of Labor re an employee filing a discrimination claim. This is a fairly new employee who missed 2 days her first week due to …
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NG - You have taken quite a tongue-lashing from some very well-intentioned people. I admit, I have not made a living will, and the thought of making end-of-life decisions at this time is quite overwhelming to me. Another option would be naming a…
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We use a very short, sweet, and to the point letter. Really, you're sending the letter as a courtesy to let them know the position has been filled. No need to coddle or console them, just give them the information so they aren't sitting around wai…
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My thoughts exactly. Like I said - they tend to run too quickly.
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Everything - names, adress, ss#, are already entered. But we need to add skills, payrates, licensure expirations, emergency contacts. They understand why this is not a good idea, but still wanted this person to enter client info. What really scar…
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Thanks all for your feedback. Some of our Management doesn't have much background in employment law, and if it sounds like a good idea, they are ready to run with it--until I put in my two cents worth. It helps to be able to show them I'm not just…
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Don, this was my thinking also. I was not involved in making the decision, but was charged with justifying it once the employee complained. Finally was able to talk to our state DOL who read the regulation to me. When I tried to restate in Englis…
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What if they have no time accrued. We have a new employee, less than one month on the job. She knew she was sick but didn't want to take the time off so soon on a new job.
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We have paid a flat amount toward coverage and have not raised our contribution amount for the past 3 years. For the past year, this has amounted to 1/3 of the premium for employee only coverage; the employee picks up the full cost of spouse and ch…
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I know you posted this quite a while ago. I hope it's not too late to put in my two cents. I had an issue a couple years ago where an employee tried to claim worker's comp because her client was "driving her crazy." She said that dealing with h…
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I have worked for a temp agency that did testing in-house. We would do temps if the client company's required it and would also do their own employees if they asked. No, they aren't DOT tests, but that might not be required. We had two results - …
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Welcome to the Forum, Battafaranod! My understanding is that the law requires specific authorization from the employee to withhold from his/her check. A blanket authorization will not do, nor will a policy or statement in the employee handbook. W…
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Our broker writes the notice on his letterhead and we attach it to employee paychecks. (Okay, I write the letter and the broker drops by to sign it.) It works out well - we know the employee has been notified and they have someone to talk to right…
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Perhaps I'm being really naive, but can't you discipline the employee for failure to repay the loans as scheduled BEFORE she files bankruptcy? It's not going to recover any of your money, but would avoid the issue of firing in retaliation for filin…
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You can also check with your state Dept of Health & Welfare. Ours offer a smoking cessation program with support for the want-to-be-ex-smoker and resources for the and employer as well.
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Quick update just to say thanks to all of you who responded. Got the decision from the hearing on my desk this morning. Don, you were right - she lost, I think largely because she couldn't give a straight answer to any questions from the examiner …
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I got that e-advertisement and ignored it when I couldn't find the new form on the INS website. A couple weeks later, my administrator forwarded the same thing to me in a panic that we needed to order them. I called the INS (or whatever they are c…
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Thanks. That's exactly what I was thinking. Their "expert" really threw me for a loop! Glad I've got my forum friends to set things straight.
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It is not your responsibility to decide if abuse is happening. But as a citizen, it is your responsibility to notify the people who can investigate and make that decision. You can report it without your name or company being identified. Our compa…
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Our ads don't mention it. They do refer applicants to call, and we go over the requirements, including eligibility for work. In addition, applicants sign a statement which includes the following: "If employed, I will be required to complete an Em…
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Thanks all for your insight. We have decided to terminate based solely on the other issues and leave the drug use alone. As she brought the problem to our attention, we hope she will pursue the help she knows she needs.
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Unfortunately (?) she hasn't exhibited behavior, but apparently has also disclosed her drug use to a client, who reported it to us. I'd love to see what you have. Would you please e-mail to [email]shellyluthitlc@aol.com[/email]? Thanks much.
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Thanks. I'll pass this on to the powers-that-be.
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Our company has a policy stating that evaluations are to be done annually; however, in all honesty, they do not get completed until the employee asks for a raise. Our supervisors are actually very good about documenting performance issues and couns…
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In the past, the employee completed the questionaire at Orientation. Now, they want me to give it with the application. I really don't see how these questions relate to the job. They explanation I've been given is "We need to know if there's a ri…