scantey
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- scantey
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Comments
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Hands down I miss the Reggie Bar- MMM- I can almost taste it
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I agree! I sit next to one of our sales people who has one of the most annoying rings ever... The song "Thats the way uh huh uh huh I like it uh-huh-uh-huh" It rings every twenty minutes and I sware he must know when it is going to ring because he …
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[font size="1" color="#FF0000"]LAST EDITED ON 04-24-03 AT 09:55AM (CST)[/font][p]I get that a lot yet I have never played one game! LOL My husband and son appreciates it!
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[font size="1" color="#FF0000"]LAST EDITED ON 04-23-03 AT 04:21PM (CST)[/font][p]Pirates of the Caribbean! I heard this movie is going to be wonderful and the previews look great. Our Company is designing the PlayStation 2 game for it so we have …
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thats the funniest one yet...lol
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I agree- If you want to treat an "exempt" employee as a non-exempt- you are going to have serious problems. I had a hearing with the DOL a few years back and if an employee is classified as exempt then even if they show up for 4 hours in one day we…
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Pork, I happened to come across this (i know it was some time ago) however, we are inputting a time clock system- do you happen to have a policy on this I can review- I have never worked with a time clock system so I want to make sure I do not forge…
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I am pretty sure you are not allowed to withhold his check unless he signs a realease stating that at the time of termination you can withhold any monies owed from his final paycheck. To be on the safe side I would release his check and then seek d…
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Helena, I was actually going to post this question when I came across your offer " ) Can you please fax me a copy when you get a chance- my fax number is 818-707-7101...Thanks Much Suzanne
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Just a few guidlines I thought you might find helpful... Overall, the courts have taken the lead in defining gross misconduct. In most cases, they have looked at provisions in state unemployment compensation law for guidance. To that end, the emplo…
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It is the whole department that is being treated differently- Since they are all hourly employees- i thought it was a little strange myself until I checked with the Labor Board and they said as long as it is a department as a whole then we were fine…
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Sorry- I should have made myself clear- They are game testers- and we thought it was only fair that since they have been here over a year to offer them benefits. They are permanent employees.
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That is what I was thinking but didnt want to be held liable for a discrimination case in the future... I guess we can classify them as grandfathered and just consider them lucky?
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I am taking it that they had to make double payments at some point in order to pay for the full month in advance...if this is the case- you are fine- just make sure in their COBRA letter that you state they are covered for the full 30 days after the…
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Couple of questions: Did they actually pay for a month in advance before their coverage began? And do you notify them when they terminate that they are still covered for an additional 30 days?
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Actually I have only been here for a few months but I have never seen severance packages as generous as these. They offer 1 month for evey year with no cap and full medical and dental coverage for the entire family. (I think I will stick around for…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-16-03 AT 04:39PM (CST)[/font][p]DId anyone receive this survey- I am in need of one and can not get in touch with the original supplier... Thanks Much Suzanne [email]suzanne_cantey@tdk-m.com[/email]
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I agree with Parabeagle... The only reason that the agency wants to bring the same temp back is because it will close out the claim they are involved in. It sounds like the "temp" has a history of getting hurt on the job so I would ask the agency w…
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Thank you for your feedback- Do you think I should still put in the letter that she is eligible for 88 days (knowing that the insurance will end in less than 60)? Do you see this as being a problem in the future?
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Thank you all for your input. We were primarily a childrens gaming company (until times got tough) and we were sold to a much larger gaming company who publishes some hard core games. We have a fairly large testing facility so sometimes we are ask…
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I am assuming these employees are on call when you say that you terminate them 6 weeks after their last day worked. You should always use the last day worked as their termination date if you know they are not coming back. This way it is clean and …
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OMG! I must be the one smoking crack I meant to put 2003- I was wondering why all the comments since it really was only 6 months old.... OOPPPSS! By the way- Don D can call me Honey anytime... Remember it is only sexual harrasment if it is not welc…
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I am not only disgusted by your post but I can sympathize with you. At my last employer we had a similar problem of not flushing (the wall incident just astounds me) but I happened to be in the bathroom one day and noticed a woman on my floor (in …
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Make sure to check with your state law... In California they must be paid for hours worked- even if it is not approved. The only thing the employers can do is discipline them. We had several employees clocking in 15 minutes early and coming back f…
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Just a brief update: I did deny his request after he continually told me that he could not discuss his reasons for wanting the time- He showed up on Monday and has been here everyday thereafter (AND ON TIME). Hopefully he is changing his ways- only…
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Thank you all for your input. Normally I would not have to make this decision but since the Supervisor is out on FMLA I was left no choice. I have denied his request and if he shows up tomorrow it will be a miracle but if he does not then he has v…
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Don't you need her social security number for payroll reasons? How are you going to report her wages? If she doesnt want to provide the actual card she doesnt really have to since she did provide you with her Passport which takes care of the I9 re…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-17-03 AT 12:51PM (CST)[/font][p]try [url]www.salary.com-[/url] they have ranges on all types of positions based on location as well as helpful survey tools...good luck
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Thanks so much for all of your suggestions. I have decided to suspend him without pay and let him think about his work habits. I will also make sure that management gets some lessons as well...Thanks Again x:D
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Today he was told that he was not doing something correctly- He immediately got defensive and stated that he had been doing it this way for over two years and he was not going to change. He is in a department where they shut down for lunch from a p…