aliciac
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Thank you! ! All great reasons (even the toilet paper reason)
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We offer a 6-month paid sabbatical for managers with 20 years or longer with the company. We have a lot of 20+ year managers, but only one has actually taken us up on the offer.
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Thank you. I actually had gotten responses, I'm not sure how or why they would ahve been erased from the thread, but I appreciate your input.
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Someone please correct me if I'm wrong, but I've read that you can't have a policy that grants leave to only one side of a relationship and not the other ie: you allow leave for attending a funeral of a first aunt/uncle but not a niece/nephew. The…
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25% of the first 4% nothing after that. Employee is 100% vested after 5 years.
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As far as I know the EE has the right to see their own doctor, but we can require and pay for a second opinion. Our carrier recommended that we do 3 days of surveillance, do you think that's enough? Or would that still be considered just a few event…
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Our carrier is staying right on top of this one, which has been great. I suggested the second opinion, and the EE has actually been referred to a specialist from his regular doc (which could easily be shady as well). Has anyone out there gone the s…
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Well stated, and I couldn't agree more. I'm guessing though, since you're always a wealth of info Nae, that there isn't actually a privacy law that prohibits the managers from seeing this information if they higher-ups deem it reasonable. Am I cor…
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I agree that the manager should take more responsibility in this instance (and that he should, in fact, be disciplined for not seeing it sooner). We haven't given any of the other information you mention to the managers, but to my knowledge they've…
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Oh darn, that would have been a good one!! The manager had suggested that we have both women in the meeting, just a friendly introduction x0:)
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Update: The meeting went well, the manager stayed away from his personal feelings in the situation, thankfully. The employee was agreeable and understanding of the company's position, and hopefully it's all done now. Thanks.
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Thank you very much. I think everything you suggested is spot-on. I'll be speaking with the manager today, and he'll be speaking with the employee next Monday. I'll let you all know how it goes.
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We don't have a non-fraternization policy because of the way the company has grown over the years (everyone is married or related to someone, it's nuts). We do have ethics and conflicts of interest policies, but this employee is displaying poor mor…
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It's a small cleaning service, in fact, I believe it's just her and the owner...not like that's a good excuse though.
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My company has done that before when the person is in a position where they could potentially harm the company (Accounts Payable or payroll for example). We just tell them that we'd prefer to pay them for the last two weeks and let them go at the e…
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That's exceptionally confusing. Could you just use fake names so it flows better?
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I'm in WA...and like most other places, you can't terminate someone who is out on L&I. We encourage workers to come back to light duty. If their doctor releases them for a light duy assignment that you can acommodate they have to take it or ri…
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I don't see that there would be any problems assuming the performance issues have been well documented, and it sounds like they have. Good luck.
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Thanks all. I feel better now, and will allow the supervisor to take a look while I'm in the room.
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It's now gotten much worse...the employee has threatened something, didn't say what but said "Just wait until Monday..." and that 'spectacular events were going to happen'. The manager, president and CEO met the employee with the police this morni…
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The female employee definately looks better on paper, but how do I approach the male employee with this information without looking like we're trying to seriously backpedal (even though that's what we're doing) ? I spoke with the manager on Friday,…
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I'd certainly like to do that, Ray...thanks.
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That's exactly what I was thinking. I would imagine it would be just as against your religion to work for an establisment that supported the consumption of pork (by carrying and selling it) as it would be to physically ring up the product. Appare…
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See, and I tend to agree with you whole-heartedly as does my company's outside consultant. Other professionals, however, clearly feel this is too harsh. I'm a bit confused as to why anyone would allow a person like this to stay. I'm also very co…
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1. He was spoken to just before going on his vacation and he apologized for having turned the saw on. He is aware that he's in a bit of hot water. 2. This is not documented because the foreman likes him, and is the one who does reviews. I know t…
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He's been an employee for 4 years. He is not at all liked by his peers, but for whatever currently unknown reason the foreman thinks he can do no wrong. His direct supervisor doesn't think he's a worker worth keeping.
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We do have progressive discipline for safety violations, but the handbook also allows for immediate termination when warranted. I feel that this case is serious enough given the fact that the injury could have been so severe and the fact that it wa…
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The manager is going to call him in and ask him about the details of the testing taking 2 days, he'll offer him a chance to explain before termination but I doubt there will be much to explain.
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I have a similar situation, 11 locations, one tax umbrella. I fill out seperate 300 and 300A forms for each location, and that's the way we've always done it.
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Jimminy Crickets, how annoying! I get all scared and seriously over-prepare for this, and all for essentially nothing. I have no idea why I was there. They had a speaker in the meeting, and he spoke the whole time...I never said a darn word! Thank…