Betty I_O
About
- Username
- Betty I_O
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Sure you can lower the employee's pay, but what will you accomplish? Having a disgruntled poor performer? If you have the prior disciplinary actions documented and have followed your policy for progressive discipline, why can't you terminate?
-
There are several high-tech firms in our geographic area. In recent job listings, they cited 3 weeks vacation to start. This could vary by the part of the country you're in; for example, it's not unusual for some high-tech companies in California…
-
We also use a similar phrasing: "If hired, can you provide the documents required to prove that you are authorized to work in the US? __Yes __No." As for military service, we do not ask for dates. We ask only what training/experience was received…
-
[font size="1" color="#FF0000"]LAST EDITED ON 12-31-03 AT 06:00AM (CST)[/font][br][br]The "Grinch" spirit must be catching! We have a free prime rib of beef dinner (appetizer to dessert)for all three shifts (chicken or fish also available for those…
-
It is an industry-wide problem, which unfortunately often affects those most in need. We have a corporate affiliate that provides mental health counseling services and advocacy for HIV/AIDS clients. Last year, turnover was at 18%. It's at 21% cur…
-
JACHO has a website with a wealth of information.
-
If you'll give me your e-mail address, we have several things that may be helpful to you.
-
We also require a copy of the marriage certificate. Additionally,before we change their name in our payroll system, we require proof that they have made the name change with Social Security.
-
Option 2 is the way we curently handle our insurances, but we are non-union. RAD's right--you'll have an uphill battle with your union. Option 1 seems cumbersome (but we have an affiliated organization that uses a proration of the number of hours …
-
There would be no question that given what the facts are are in this case, we also would terminate.
-
In the context of our internal policies, this would not be job abandonment (we use three scheduled work days no call/no show). We would not terminate the employee. Rather, this would be cause for disciplinary action under our Constructive Discipl…
-
A Saturday holiday is celebrated on the Friday; the Sunday one, on the Monday for departments that operate on a Monday through Friday work week. (Since we are a 24/7 operation, areas that are not the Monday through Friday work schedule celebrate th…
-
I also agree with Crout . . . but what about other people who come into your offices with "odors", whether it be from cigarettes or perfume/cologne or the garlic they ate for lunch, etc. Are your staff members "allergic" to dealing with them, or is …
-
[font size="1" color="#FF0000"]LAST EDITED ON 10-24-03 AT 08:07AM (CST)[/font][p]I didn't intend to "go into" HR--I just sort of "landed" there umpteen years ago because I thought it would be a challenge. That was after a stint as a ladies' retail …
-
It does not matter where the drug came from-the employee tested positive. We would terminate.
-
PORK is right on . . . we also prefer to return an employee to light duty, not necessarily in their own job, dependent upon the restrictions imposed by their physician and review by our Employee Health Clinic MD. For example, we've even had clini…
-
[font size="1" color="#FF0000"]LAST EDITED ON 10-22-03 AT 10:51AM (CST)[/font][p]Check your State laws re UI benefits. In my state, for example, serving a disciplinary suspension is one of the conditions affecting eligibility for UI benefits--the c…
-
That's even better than the employee who was suspended without pay for three days and came to work anyway on the first day of the suspension because she thought (duh?) she "could just sit and watch the others work." For the remaining two days of he…
-
We also would withhold child support only with a court order. Many times over the years we also have had employees request additional withholdings, etc. for a variety of things for which there was no legal/court-ordered backup, and we have always …
-
We have numerous employees whose address is a P.O. Box. All that we require is a way to contact them, and we have had no problem getting phone numbers for the employee or where family or a responsible person can be reached in an emergency. You …
-
In simple terms, all welfare benefit plans covered by ERISA are required to file a 5500. Welfare benefit plans provide benefits such as medical, dental, life insurance, long-term disability, etc. The IRS did suspend some filing rwquirements fo…
-
Tread carefully. You may have to prove that agility is a bona fide occupational qualification. How do you define agility and then how would you determine it? Who would be devising the criteria for the test? Will qualified medical or occupationa…
-
I am admonished!! I guess I just like to help when I can . . . but now that I KNOW the "rules," ain't gonna be answering any more posts like that one . . .
-
The damages an employer may have to pay if it does not comply with the WARN Act have been the subject of several court cases. The Act states that employers that do not give proper notice can be sued and will be liable to each agrrieved employee for…
-
I also agree with Don's advice . . .a written and oral English fluency requirement is permissible if required for the effective peformance of the position for which it is imposed or to promote the safe and efficient operation of the employer's busin…
-
We also have had to live with the reality of budgetary constraints, as well as lowered Federal/State reimbursements for services (we are a hospital system). What we have done to avoid RIF situations is to use a "Cancellation of Hours." Believe me…
-
Are credit checks standard for such promotional sutuations in your company? If so, it appears your employer is not following the letter of the law and mishandled this situation. The Fair Credit Reporting Act restricts employers' use of credit repo…
-
We publish a monthly birthday listing in our in-house newsletter. However, we have--for many years--also used a notice with each publication to advise employees they can request no publicity: "If you'd rather not have your birthday published, plea…
-
Scott is correct about the volunteers from your employee group. However, it also might be advisable to contact your liability insurance carrier to be certain your policy will cover non-employees "working" on the premises, especially if they are goi…
-
You would be violating HIPAA. If you have a Medical Director for your facility and possibly an infection control consultant, they can be a resource for assisting with appropriate policies/procedures for food handling,etc., employee training, etc. …