Traceyd
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- Traceyd
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Comments
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Good to know, Sonny. This information gives me some ideas and confirmation of what I can offer legally. Thanks so much for sharing your information.
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Does the insurance have to continue to cover eligible spouse and dependents or can it be subject to just the employee?
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Thank you for your reply. You have given me some good information and some things to think about. I appreciate your thoughts!
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We rotate lunch breaks so every employee is covered during their absence to accomodate a lunch break. The largest percentage of employees leave our property for their lunch hour. Or, if they have lunch in the lunch room they are considered not avail…
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My employees currently clock in when they report to work and clock out when they leave, but never clock in or out for the lunch break.
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We have never required any employee to clock in or out for their lunch, unlesss they know they will not be taking a full 1 hour lunch break. Our current "time clock" software program allows for us to indicate a 60 minute lunch break, so it takes th…
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Thanks for the feedback. I'm an HR of one so your advice really helps me!!:)
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The order in which their leave is taken was the big question I had. I have always kept the order consistent, but we have an employee who will be taking leave who has 90 days of sick leave, 20 vacation days and 3 personal days, so I feel she should …
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Switching to PTO is out of the question, but I agree it sure would make it easier when designating time off. So I should probably be consistent as to the order in which I designate the leave, i.e. sick, then vacation, then personal. Correct?
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I appreciate all your comments. We have are a small business with a very lenient (sp.) management which is good when you are an employee, but horible when you're the HR Mgr trying to set policies and consistencies. I will plead my case that its a b…
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I am an Illinois non-goverment employer. I do not normally allow this, but wanted to verify if the request is of the employee is it still ok to allow if I get something in writing indicating their desire to waive OT pay. Thanks
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Well, atlast my new Dress Code Policy - actually my newly updated Appearance and Personal Hygiene Policy has been completed, discussed and shared with all supervisors and staff. And.... it surprisingly has went over very well! I have already notic…
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Thanks so much for all the responses to my question concerning Dress Code. It's good to know you all seem to have the same similar problems. And, just as some of you mentioned, the warmer months seem to cause most of the problems. Everyone wants …
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Thanks for your offer, but we're not quite that relaxed-i'm jealous,though. I appreciate all your advice and it is good to know not all employers have specific policies that are completely by the book. Maybe I need to stay focused more on what is …
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Thanks so much for your reply. Your ideas is similar to what we have been doing. However, it seems as though some employees are dressing "inappropriate" with backless pantsuits, too short of skirts-mid thigh, walking shorts and tennis shoes to nam…
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Thank you for your reply. Our policy indicates an employee earns vacation hours based on their year's of service completed the previous year. Everything I have read indicates just as you stated, that an employee is to earn benefits just as if they…
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Sharon, Thank you for replying to my question. I know enough about this matter to know it just not plain and simple. I will take your advice and run this past the company that handles our payroll. Again, Thank you! Traceyd
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We experienced a 47% increase last year and the same thing happened to us - no other insurance provider would take us on. I implemented my own little health awareness/healthy choices program to get employees to concentrate on healthy eating habits …
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We have had the same problem in the past and we addressed the situation by revising our policy to indicate time off without pay for personal reasons will only be granted if the employee has exhausted all their vacation and personal time. That has t…
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Thanks so much for your feedback on this topic. Your answers clarify my question as to whether to designate a certain number of days off based on the relationship to the employee. As always, I appreciate your help!!!
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[QUOTE=joannie;723022]You stated the condition was "obviously" a nervous condition. Are you certain about that and that it doesn't stem from a medical condition? I hate to use four letter words, but ADAA.[/QUOTE] This employee is currently in an …
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Thanks so much for your advise. I was pretty sure with everything I have read that this issue could be addressed with the employee in a compasionate nature-which is what it is. She is a good employee that everybody gets along with and we really ha…
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Susan - Thank you for your advise. You gave me the information I needed to make a sound decision regarding this matter.
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Thank you so much for your feed back to confirm for me my options in this particular situation. You have been a great help!!