J9JC
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We don't have a 3 strikes rule, we are a small company and when people are out it hurts us. We can deal with normal stuff but abuse is not something we like to tolerate. We have given her the same as any other person. Most that we have to discipl…
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She has had two other write ups and probation periods for over use of sick time and time off without pay. Supervisors want her gone, and so do I. She recently got off probation and that seems to be the pattern. She improves attendance issues unti…
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She is not earning her keep. Not at all, now she has emailed in sick on Monday, and is a no show so far today. So should I ride out her not showing, not contacting us, and send her a letter consider it job abandonment or should I just prepare her …
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[font size="1" color="#FF0000"]LAST EDITED ON 10-09-06 AT 01:23PM (CST)[/font][br][br]Her job duties have changed since she is not capable of the full duties of her position. She is now only doing about 1/2 the position duties and they are certainl…
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That was my big concern Larry. I tried to keep it to, you need to take a 30 minute lunch daily, exempt or not. Is there any way to tell them we expect a 40 hour week without jeopardizing exempt status, or should I just make his supervison be better…
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Thanks for your replies! Yes CA lets exempts waive the lunch but NY does not, according to the text and then after calling the area DOL rep. I figure there is little I can do about an exempt going and getting lunch and then eating and working at t…
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I forgot to tell you , I am the one complaining! LOL! Because I have some employees working an extra 12-18 hours a week to cover her. I am not willing to un-duely stress them out so she can be flaky.
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Supervisor is letting the whole dept do this, work 8 hours "straight" and then they run out for lunch and personal errands. I have spoken with him and he understands that is not correct to do. NY told me they have to take lunch Exempt or not, so t…
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We usually do offer the use of vacation time, and most take it as they do not want to lose the pay, but I was just wondering in case he did not want to use the vacation. I am getting a touch concerned about this employee and his sick time, so I wan…
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I did not think it was something a person could opt for. I knew it would have to be doctor confirmed and such also, but I would have thought someone would have tried to steer him in the correct direction, or at least mention the possibility so he c…
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I know this is older but my question is, if you start paying the Cobra for an employee, and only intend for it to be until they are re-hired, (2 months) what if they decide not to come back to work for you? Are you then obligated to pay beyond that…
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Her HR has told her no exceptions, but she asked me to check since her company is going through a merger and most of the HR dept moved on already and the only person left is a part time HR person. It is a big mess at this point, honeslty as this is…
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California allows the employee 40 hours per year, unpaid, if the employee chooses not to use some form of PTO, for school activities.
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Certainly in a situation like yours, you have to have staff and are not able to be as flexible as we are. Totally understand. I do absolutely agree with you on how laws are handed down, more to regulate the bad employers but it often ties the hand…
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One clarification, it is unpaid time, so there are no wages being paid for this time. I realize it could cost the employer in time away from work and that workload not being performed. We offer make up time to cover it, and many choose that option…
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Although I completly agree with you that San Francisco's laws have crossed the line, I don't see the time off without pay as a bad thing. Parents need time to attend thier child's school activities. They also need time for vacation too, and shoul…
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My husband worked for a oil and fuel delivery company with similar benefits. It hurt real bad when a driver was on vacation or did not show up. What tended to happen is the guys would know they were not getting paid for a called in sick day, but th…
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That helps clear things up a bit, thanks. It is not pregnancy related so we don't have any concerns with that for this one.
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The EDD told me they only notify the employer that the employee applied, it is the doctor who determines if the leave is necessary. I agree with you though that it is a "transaction" between the EDD and the employee. At this point, I am just wonde…
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We never told her we would hold her job and I have several emails from her acknowledging she knows we do not have to hold her job. That was not really my question. If we don't require some from of documentation of reason for leave, then we could ha…
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Although you cannot dock thier pay if they are out of sick time, you can discipline them. So if someone makes a habit of using up sick time then also coming in so they can get that 8 hours, and then going home sick, you can absolutely discipline fo…
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I will agree with you about those who get offended easily, yet take no other action than complaining. This is my constant peeve. I have someone I am letting stew right now because she will not go to her supervior to talk to him about her concerns…
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I'm really leaning that way also. To ask for time off your first week, call in sick your second week, need time off you third week and then to think you can play a game with me on bringing in a doctor's note....only makes me think it is going to ge…
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Thanks Paul, that does help. The things you have mentioned are exactly what we are going through here with this employee, and each day finds new things that slipped through the cracks. They are unexcusable things like not following up on receivabl…
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You crack me up! I think this is gong to be the general plan. It has gone on too long and you cannot over and over again, remind a person to perform up to standards. Unfortunately , we are a small company and so many duties are done for many di…
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She never has a story, only that she will do better. She never elaborates on why these mistakes are taking place, only that she will change it. We question her, does she need more instruction, training, time, really try to get to the issue and she …
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Yes the previous warnings address that if it not corrected it could result in termination. Was the mistake being that she was on probation for 6 months after the warning and it should have just been this will be a permanent improvement not temporar…
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Paul, I think you are right and I want to address all three. I also think she is/has been playing a bit of a game with us, but bottom line is there should have been motivation to move her out or she hsapes up sooner. That is what I am hoping to …