Beave
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I'm still somewhat new to this sight and didn't know if I was just missing something. I had the same questions and thoughts that Don did. Need more info I guess.
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Balloonman is right LindaS. Get his "confession" in writing, then advise and document. Osha doesn't want to hear about what he wants to do or doesn't want to do or that he says his documented hearing loss is in his opinion, from another job (at th…
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You have 14 days from the date the insurance ends because of a qualifying event to give the notice.
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I have this same situation happening here right now. I started the progressive discipline process with one of them and she promply went out on FMLA with a stress/depression case. Depression is an ADA classification so I am concerned about that whe…
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Pork is exactly right. You would be foolish to not offer it. Offer and let them decide.
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I just sent ours. Hope it helps. Good luck.
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We have 200 employees and require an application be filled out as well for the same reasons.
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I'm not really sure what specifically you are looking for or if this is any use to you at all but this is what we have: MOTOR POOL PROCEDURES 1. Cars are available to county employees needing to travel on County business. 2. Seatbelts must be…
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Don. Your appreciation for the other HR professionals sharing their knowledge on this subject, is the same feeling we have for you when you share with the rest of us your vast knowledge on many subjects we are limited on.
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Yup. Still at 100%, but I don't know for how much longer. Thanks for the info. Gotta love the IRS! Oh yea, NOT ... lol
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No tax implications applied because it was 100% employer paid health insurances. Do you have the IRS rule number AJSPHR? I'd be interested to look that one up?
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I always understood that the employee was the person entitled to insurances under your employment agreements/ union contracts - in other words, it was their insurance, not their dependents. The employee could enroll / unenroll at their leisure (bas…
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I for one miss the "old" (no pun intended) Don.
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The above answers have me wondering what to do in a worst case ... Recently, I heard of a fire in which six family members died. If the employee was entitled to 3 days each, would you still grant eighteen work days off to that employee?
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While I would agree that suspension would be a very tidy end to this issue, does it preserve the assumption of innocence prior to the initiation of an internal investigation? Do we normally suspend innocent employees who are not derelict in their d…
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Thanks for all of your advice. My first reaction when I was told of the arrest was exactly what most of you are telling me - suspension with pay. But at this point in my career HERE (only been here 9 months), I don't feel comfortable going against…
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I wanted to keep him from the worksite in the worst way, but based on advice from our attorneys, we are keeping him on the job till his pre-lim hearing on Tuesday. Then I will call him in to conduct a "Garrity" hearing and take appropriate action a…
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Thanks Ray. That would certainly solve my problem but since we are a public entity and do not do the random drug testing, unfortunatly random drug testing isn't an option for this situation.
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Our attorney is saying that since the "sale" (actually, multiple sales to an undercover officer) was/were not witnessed by any management personel at that facility, he advises not doing anything until after he has been arraigned on Tuesday the 6th. …
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Must have 8 hours of pay the day before AND the day after. The 8 hours can be worked, vacation, or personal.
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What a GREAT clause. We know YOU'LL have a nice "holiday". How do I get my unions to fall for that one? Happy holidays everyone !!!! :DD
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Yea, why is Don always on the money & RIGHT. Bet he hears that a lot from his wife.
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I don't know the answer to your question, if you can contact the employees doctor. My gut feeling is that you can't. We very recently had a situation that had the Dr. himself call an employees department manager and discuss the situation about the…
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If it's a union position, I'd look at the contract to see if it's addressed there. If it's not addressed in the union contract or it's a non union position I would see it as a management right like Don said.
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We don't have any employees here that we test, but my former employer did, and Don's procedure works!!! You then have a verbal and a hard copy with the original being mailed. That way you may take immediate action with something concrete in your h…
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Have Jayhawk send them a holiday basket & they'll be more accepting of the situation along with improved moral. Seriously though, I agree with Smace. I have found that the better you explain what is going on, the more accepting employees are a…
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Public employees doing gross things in trucks???? Naw, never happens!!! I am with a County in Michigan and we simply have the department managers responsible for overseeing policies under their supervision. Much easier to oversee the compliance o…
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I realise I am new to the Forum and maybe it's a "Midwest" way of thinking, but I totally agree with Don & Pork. Take the emotion out of it - the "rumor" is of a criminal act OUTSIDE of the workplace. As a concerned citizen, make your call and…
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I agree with the others, DOCUMENT! Focus on the safety concerns and not the UI issues.
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Be careful Shadowfax, some of us guys are living on our own and keep a cleaner place than a many ladies do - I can attest to that - boy can I ever. Guys sitting to pee -ppplease. And Don, our mentor Don - the man with great HR wisdom - the heck wi…