Carey
About
- Username
- Carey
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
We are going through lay-offs now. We have always had business cycles in our industry, so a large portion of our workforce is used to the leave of absence, but they're also used to being recalled when the next assignment came along. Now, however, t…
-
Even though it's now all said and done - we only suspend for investigations, not to punish. So my answer to the question would have been no to the suspension.
-
It's on its way.
-
The IRS has a list of 20 Questions that employers can use to determine if they have contractors who might be considered employees. The IRS website has some info at [url]http://www.irs.gov/businesses/small/article/0,,id=99921,00.html[/url], but I d…
-
I would say that the fact he is having difficulty letting go and not being involved in decisions would also be a sufficient reason for termination. You could tell him that it just isn't working out having a former owner working as an employee as lo…
-
I thought that an adult child would not qualify as a "child" under FMLA if they can't care for themselves only because of the temporary illness/condition (as after surgery). From the DOL Compoliance Guide: They have to be "incapable of self care…
-
Hey - we have great weather! Don't get me started on employment law or real estate prices though.
-
Our disability leave policy is pretty generous, allowing for leaves up to one year, if a physician certifies the disability. FMLA stops at 12 weeks (other CA leave laws may apply longer). While on disability leave, we continue to pay our portion o…
-
My company gives no severance (except for executives). It's a horrible situation when laying off long term employees. I assume you've run all the traps with laying off the office manager and replacing her with someone else. Is the Admin Mgr young…
-
We also have a five day posting period even if the hiring manager has a candidate all picked out. If we have internal candidates who are qualified for the job, the manager must interview them. Of course, they are still free to select who they want…
-
I'm assuming these are non-exempt employees? In California, you'd have a problem with the reduced schedule due to lack of work for exempt employees.
-
We also scan documents into our personnel files. Sometimes I am a little worried that we no longer have original documents/original signatures. We are a very large company so our employee records are centralized and only employees in the records d…
-
We have a similar practice, with an Ethics Hotline (now required of us by Sarbanes Oxley) that is handled by an independent third party. Callers can remain anonymous if they want to. I usually end up with the complaints about unfair managers, disc…
-
I agree with Crout. Again, don't see how you can act on something you just KNOW that isn't related to the workplace. (By the way, how do you know?) Employees have a right to privacy. In thinking of what I would do in this situation, if I knew the…
-
If it's not affecting the person's work performance, I would say none. If there are performance issues, they should be dealt with independently of the reason for them, even if you know or suspect that it's drug use.
-
Right on jajwanda!
-
In the handout from a lawfirm's "Quirky Questions" legal briefing, they say that Minnesota state law requires a company to post in order to enforce a no gun rule. It's literally one bullet and it looks like it's talking about employees bringing gun…
-
I think it's probably too late, but I would have had the employee have his doctor send the FMLA certification directly to the company, rather than allow him to hand carry it. If it's a valid FMLA certification, I'm not sure the fact that he was als…
-
We don't let our managers get away with trying to use a RIF to get rid of poor performers. They will not be allowed to hire for one year, so if they end up short-staffed, tough luck. We have a ranking process that's based on performance management…
-
I agree with pulling the Wal-Mart info and would do an internet search for other examples. I would try to quantify the risk for them. Tell them exactly what the possible monetary penalties - in addition to criminal - could be. Do this in writing …
-
I'm sending them now to about six of you. HR in CA - you're the competition! You'll see when you get my e-mail. Sorry I didn't check back sooner, but it's on its way.
-
Sorry I haven't checked back in a while. I just e-mailed the HIPAA docs to a bunch of you. Hope I didn't miss anyone - let me know if I did.
-
Post your email address and I'll send them to you.
-
Gayle, I will email ours if you'd like.
-
Don - from one of your posts, "I suspect it may indeed be best if the new secretary is a man. Perhaps there won't be all this petty competition going on at the business. He can also run out and get toilet paper and office supplies and won't mind par…
-
UPDATE: Okay, you guys are going to love this. SherryAnn - not that this will stop your head spinning, but we don't disallow personal use of the internet at work. We know that we have dedicated employees who spend a lot of time at work, and don't…
-
We don't work very quickly at this company, but we have followed all of our procedures and he is being terminated tomorrow. He will be shocked because he has always gotten away with it. This is one term where I'm having Security outside the door a…
-
Thanks for all your responses. Some of you brought up issues I hadn't thought of (like COBRA ineligibility). We do have policies on both internet usage and credit card usage. We followed our policy on the porn issue and he received a written warn…
-
No offense taken at all - this guy has frustrated me for months! Our policy doesn't allow us to term for the first porn offense - so we did the written. We are a very large company, so our expense procedures are pretty well automated. That's my g…
-
Thank you for sharing your policy. I am looking for something for a small construction company that assigns vehicles to employees and they are allowed to drive them home and use for personal use as well. If anyone has anything like that, I'd appre…