HGHAHR
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I would like a copy too. [email]laura.kline@ncmail.net[/email] Thanks!
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We do something a little different here since we allow employees to carry forward unused vacation and sick time. We have a shared leave program where employees can donate their unused time to other employees who are in need. It usually is used in …
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[font size="1" color="#FF0000"]LAST EDITED ON 11-10-03 AT 11:40AM (CST)[/font][p]At my last employer, we developed a no-fault point system as well. Tardies/leave earlies were assigned 1 point. Absences were assigned 2 points (multiple day absences…
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I agree with PORK. This definitely jeopardizes the exempt status and you don't want to go there.
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This was a topic on a listserv recently. One of the other HR folks shared with us an idea for giving incentive for participating in ee wellness programs. At the suggestion of their insurance carrier, they will maintain their contribution to health…
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Santire: Thanks for the info. That was my guess, but I couldn't find it documented anywhere.
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I have two questions for you. First, did she turn in her resignation because of the illness? Second, what is the purpose of providing long-term disability if an employee can't ever qualify as a result of being terminated after the 12 weeks of FML …
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I, too, have had to address a fibromyalgia case. One important thing to understand is both its unpredictable nature and the fact that mornings are always the worst for the ee. What we did was create a core set of hours that the ee would be in the …
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I have a similar situation where the ee is pregnant and experiencing complications. She hasn't been here 12 months so she doesn't qualify for FML, but if I don't count this toward her 12 weeks, she'll be able to take an additional 12 weeks after th…
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Just because you allow the employee to make up the time doesn't mean the employer isn't suffering a hardship. In the past I've allowed employees to do this as a benefit for them so they didn't have to go without pay or use up all their leave time. …
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I don't have any that I can think of, but you might want to check out Big Dog's Leadership Page. They tend to have a lot of activities to support leadership training. [url]http://www.nwlink.com/~donclark/leader/leader.html[/url] [url]http://www.n…
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I don't know about other organizations, but when we offer a position, part of the offer will be a fixed amount that we will reimburse for moving expenses (not for closing costs on house, etc.). The amount depends on the position and the funds avail…
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I'd like a copy too. [email]Laura.Kline@ncmail.net[/email] Thanks!
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That's nothing. My last company the VP Sales & Marketing (and part owner I might add), whose job was to travel around the country on a weekly basis, received his 3rd DWI while driving a company leased vehicle. After losing his license indefini…
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Thanks!
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You can have them track reject or customer complaint rates, productivity (the volume of work that the individuals process), efficiency (how quickly they perform each task), etc. If you don't do labor tracking and have a means of assessing performan…
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I've worked in NJ, OH, MI, and NC. In none of those states is the er required to furnish a paycheck at the time of termination. It's always been my practice to pay them with the next scheduled payroll for whatever wages are due them, including hou…
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We also require verification by at least 2 supervisors/managers. Whatever you do should be specified in a policy to make sure you follow the same procedure for anyone suspected of drug or alcohol use on the job. We take (don't allow them to drive …
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I agree - I wouldn't let her come back until she could wear the belt.
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This is the way we did it: Start with 0 points. Absence - 2 points Tardy/leave early - 1 point 1st counseling statement - 11 points 2nd counseling statement - 16 points termination - 21 points Points remain on for 1 year. 1 clean calendar month - (…
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We did the same thing at my last job. We basically went with a no-fault program where if you were late/left early or absent you got points. The only time a doctor's note came into play was if the ee was out more than one day. The the note would c…
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I think this very much hinges upon your attendance policy and in what light you treat doctor's notes. In my area, there are quite a few doctors that will write ee's out any time they want to. If that's the case for you, you're in trouble!
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The FLSA gives the employer the right to determine whether OT will be compensated in pay or in compensatory time off. The only stipulations are that the ee must be notified in advance if it is to be compensated with time off and that the ee must be…
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I agree with Sonny. We have a recognition committee that is comprised of staff from all of our various departments. It helps us all to be better informed when making the selection. Rarely are all the circumstances effectively communicated in our …
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We do not. Last place I worked counted holidays only since ee didn't have a choice of when to take the day off.
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Thanks
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We have an employee recognition program as well. We don't have a checklist, but encourage "proper" nomination through the nomination form. The recognition committee reviews all nominations and screens out the "just a part of the job" from "above a…
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I guess I'd have to disagree with you on this one. Even though it is personal, this type of behavior could create a hostile work environment. So I'd advise against dismissing it as a personal issue between the two and leaving it at that. Once mad…
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I was thinking the same thing. Everything has to be looked at in the context of what the norms are, regardless of stated rules. My experience is that owners tend to have a habit of noticing one individual that then gets under their skin, but not s…
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Could you also send me a copy to [email]Laura.Kline@ncmail.net[/email]. Thanks!