ACU Frank
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- ACU Frank
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Ever since the [I]Johnson Controls[/I] case, businesses have struggled to balance pregnancy discrimination with keeping their employees (and their employees' unborn children) safe. I would imagine first responder and other public safety organizatio…
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We have a winner! I hate it when no one picks up my mid-70s pop culture references...
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Didn't Molly Hatchet sing about your benefits policy, Paul?
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What's your rationale for doing salaried non-exempt? I've never done that, but I know some of you do.
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Which exemption are you using, Dutch?
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We don't have PTO, but we allow sicktime buy-back at 50% one time a year (Payroll 01). We [I]allow[/I] you to sell back anything in excess of 160 hours... you are [I]required[/I] to sell back anything over 320 hours.
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What a coincidence... you posted as "Turkey" and Paul has been toying with the idea of switching to his main ID, "Fruitcake". As long as we're on a holiday dinner theme... ::pb&J::
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We're at 90 days. I wouldn't mind making it 60, but our group health carrier does such a lousy job of providing EOBs, it makes shortening the run-out impractical.
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Ours is fully commissioned, with benefits. The job description is built on an outside sales exemption, with plenty of responsibility for business development and broker agreements, as well as mobile closings. This is going to create a Reg Z headac…
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Apart? I didn't realize they were different people.
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That's why I asked. We're a non-profit but we do lots of fundraisers for charities, and we don't pay the employees who volunteer for those. If it's an outside-of-work event to benefit us, we would pay the hourly employees.
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Who benefits from the fund-raiser? Is it for the organization, or a charity? If it is for the organization, it makes it tougher to meet the standards required for use of employees as volunteers.
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I think this is one of the funniest posts we've ever had. Thanks Paul! [quote=Paul in Cannon Beach;721078]Dutch, one of the recipes unknowingly caused severe, uncontrollable flatulence and resulted in a workplace shutdown. Nae can fill you in on t…
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Yes, that's how I understood it as well.
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I have five Twitter accounts... two of which were created purely for nefarious purposes. I guess I'm the guy Facebook is worried about.
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Nae sure seems to like this thread a lot. She even mentioned it on Paul's Facebook thread. I've tried to ignore it, but Nae is incorrigible.
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Actually, the parking spaces next to the dumpsters are the premium spots here. I try not to think about what that says about us.
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My 2011 comp budget shows an average of 3.6%, but we typically run 1-1.5% above budgeted. (Why, yes, now that you mention it, our comp budget process does seem a bit useless - because we do it too far in advance, refuse to look at any historical a…
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Great picture to use on this day - the 35th anniversary of the sinking of the Edmund Fitzgerald.
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In cases like this, I always take the safest route to termination, which is a certified letter requiring a response by a specific and reasonable date and promising termination if that response deadline is not met. Nothing short of that allows me to…
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They used to allow that, but I think you had to initiate it while your page was still alive. It's kinda like using your alcoholism for ADA purposes... If you don't bring it up until you have that drunken forklift accident, it's no help. If it's a…
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That's the benefit of living in small towns... I could have said "It's the blue house across from the cemetary" and I would have had pizza that was still hot.
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I do not know what the industry standards would be, but in terms of prevailing guidelines I would just make sure I'm in compliance with the WARN Act or any state-level variants.
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This is something Facebook has gotten aggressive on in the past few months - they want "non-individuals" to use the other type of account. So I have one account for myself, and I maintain another for my employer, but they are two different types of…
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Is this position being created as a response to a known EEO issue or allegation?
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I can either be involved up front, or clean up the messes later on. And no one likes messes.
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Shirley and I have the same process.
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If you're self-insured, what rates are going up 30%?
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We got hit with 44% last year.
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I agree with Paul, but [U]if[/U] the employee truly does prefer a comp-time style arrangement, I would make sure it's clear that it's her option, and I would document that.