ACU Frank
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- ACU Frank
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Comments
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Of course, you're only asking me because you know my wife is a district administrator for the Missouri Division of Probation and Parole and works with restraining/protection orders every day...
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The saddest part is she was playing solitaire. Poor Mum.
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Victory! ::pb&J::
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By "outside the EEOC" I thought you meant using the arbitrator/mediator, which is still technically within the system because the EEOC recommends it. But if you meant on your own, without EEOC/arbitrator/mediator participation, then absolutely Nanoo…
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Yeah? Well I made Mrs. Santa's Nice List, so it was totally worth it!
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I'm surprised your attorney is recommending against it. I've never had an attorney who didn't automatically include it in any settlement - EEOC, work comp, etc.
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I've been involved in a few of those, and an 'amicable separation' has always been a condition. More than once I've approached my boss with the following proposition: "We have an opportunity to improve our workforce and all it's going to cost us …
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I'm adding Beth to my Post-It. Guilt by association.
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Technically, I track it through ADP. The problem is the ol' Garbage In Garbage Out issue. If the time off isn't tagged correctly by the supervisor, then it won't show as intermittent leave unless I take the time to track it down.
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If I knew you were going to do that I wouldn't have put the post-it on my monitor, Paul. The one that says [FONT=Comic Sans MS][COLOR=blue][I]Nae[/I] =[I] perv[/I][/COLOR][/FONT]
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I have assumed since Day 1 an extension would be passed. It's no big deal from our point of view.
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We're keeping the status quo on health and dental, but I'm thinking of cutting or eliminating work comp and unemployment insurance.
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I might also point out that any group of Washington DC brains is of insufficient quantity to be statistically significant.
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We not only prohibit talking on the phone and texting, we also prohibit eating while driving. The next step is tuning the radio to NPR and removing the knobs.
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It depends - for what purposes are you calculating an absence rate? If it's for internal tracking, statistical analysis or reporting, it's up to you whether to count it. If the purpose is related at all to a disciplinary policy, that's a different …
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I could have been more specific but DBranch doesn't list a location, so I couldn't tell what state we were talking about. Brad points to an excellent resource, though - I've used it a few times to advise friends or co-workers about other states' req…
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Jeez, Paul... Is that your thought or did you steal it? Because it's brilliant! Regardless of where it came from, it now belongs to me. Sorry.
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It's a state-by-state thing.
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If unemployment is the only place this termination will ding you, then it's a good deal... Take it.
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How would you narrow it down to two anyway?
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Hijacker! I knew we should make Dutch take off his shoes before he came in!
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It's about time McCain showed some flair.
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This is already required for other potential illnesses, such as tuberculosis. Much ado about nothing.
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I don't mean to be flippant, but that's probably something you should have nailed down before buying the vans!
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You don't have to pay for it, but it's probably good to outline that in the job description and whatever training/education policies you have.
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I didn't get the e-mail.
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Who did the e-mail go to?
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I guess I'm picking up where you left off.
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If I'm calling shills I might as well ask the applicant to write their own letter of recommendation. Oh, wait - they did. It's called a resume. Under Carol's solution, the most important job skill you could have is the ability to curry favor with …
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But Glenn Beck told me that if I wore pants, Obama would pull the plug on my Grandma!