Alex2003
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Cristina, Keep your chin up! I join everyone in their sympathy for you! It is a tough experience to live through but it will be bright in the end! Here is a suggestion: A regular employment/background verification company (lots of the Internet)…
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For the sake of internal salary consistency and faireness (especially when two people work in the same capacity and department), HR should be concerned about correcting such pay inequity. I think it is important for your friend to let her direct su…
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Thanks to all for confirmation.
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Thanks, Don. I agree with you that it is up to the employer what kind of a match to have (without going over the limits set by IRS). I just wanted to find the exact language in regard to what the match needs to be based on. From what I have found,…
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One of my former employers used this approach (and it seems like for some companies it is a "standard") for salaried (exempt and n-exempt) employees: - One week of pay for each year of service up to a max of 24 weeks - Additional one half of weekly …
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I have read about a walking program where employees are given a pedometer and are awarded for having walked so many miles over a period of time (6 months, 1 year). The may participate in a drawing of some nice prizes, get a day off with pay, etc. …
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Don, you brought up all important points. All things (allegations, union group thinking, etc.) taken aside, the fact remains that the employee has created an accomodation for herself without a proper documentation to support its necessity. I think…
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Often it is hard to deal with abuse. Not that there are no legitimate reasons for multiple claims over a period of time. Yet, in my limited experience, it is often some specific and same folks who file multiple claims... When I was in NC, I clo…
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Hello, I just read the thread. Any follow-up on the situation? Thanks.
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Thanks to all!
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Thanks, Don. It is what I wanted to hear. Alex
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Thanks, I will look them up.
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Actually, they are just personality tests. Thanks.
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Good point. I should have mentioned that, per our policy for unpaid leave of any type (unless specifically specified in the policy or union contract and it is not), there is no pay/benefits/time off accruals of any nature. Thanks.
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It's one of those not many people feel comfortable to address... Just have her manager have a nice, friendly conversation with her and explain that microbes travel by air, among other things. That the manager is very appreciative of her efforts …
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Thanks for all your ideas. I will definitely check the MI Unemployment site for some guidance there. Again, my e-mail is: [email]alamm@calhouncountymi.gov[/email] in case you would like to share some of your policies with me. Thanks again. Alex
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My e-mail is: [email]alamm@calhouncountymi.gov[/email]
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I think you may also want to bring up during the separation conversation the importance of leaving on good terms and in a professional manner. Since the separation is due to lack of work and not to performance issues, these employees may be eligibl…
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Often it depends on things like: are you self-insured? Or, you are fully insured? Sometimes, it may be a combination of both. In the first case scenario, your ratings depend only on your organization's usage. In the second, it depends on the insu…
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Choosing a particular vendor, putting a limit on the reimbursement amount and the frequency (1 time/year) should take care of the issue. In my company, the total reimbursement amount was $41 (included both lenses and frame). Of course, it was noth…
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I think it is a lost cause: if no aiming and respectful skills have been acquired by now, too late... Of course, some may say training may help... but then everyone will need to be re-trained, and I mean, EVERYONE (which will not be funny). Build…
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One of the main issues is what your state regulations are in ref to paying out vacation. If the state does not mandate the payout, then I don't think you will hear from the lady. Yet, I agree with those who think paying the four days is worth it t…
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Thanks for the responses, guys. I suspect when an employee goes on STD (ours offers up to 26 weeks of 66.7% regular pay), since it is not actual hours worked, you would not allow for vacation/sick accrual (unless some part of that STD is covered by…
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Paul, great input. Humor never hurts! I want to believe the Bible verse you have in your cubicle is not offensive to anyone including muslims, jews, atheists, hindous, buddists, Saudi Arabia, Irak, etc. Also, I wonder: Would an atheist work in y…