Carolil
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- Carolil
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If we close the office, or have a delayed opening, we pay for the time. If a person was scheduled to be on vacation they use their own time. Most of our staff can work from home, so we expect that if they can, they will, but we don't police it.
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Thank you SO much Elaine. This is very helpful and I appreciate your response as I'd checked back more than a few times to see if anyone could help.
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I would look into the reimbursement idea. We have health plans, but we also reimburse folks up to a certain amount if they are on their spouse's plan, or have an outside nongroup plan.
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I agree with the above post. I would also be worried about the morale of someone who has been "demoted," even if it is for a charitable reason. Also, how is she going to look for a job if she's working for you? If that's your intent you would ha…
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Just seeing your responses. Thanks, it never occurred to me that i could verify without notifying the EE. Good to know.
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We rarely close but did last month when the governor declared a state emergency and a driving ban which if violated would result in a fine or even jail time. Thank you Governor Patrick! We do not require folks to take PTO if we close or have a del…
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One follow up question. If the employee requests a reduction in hours as an accommodation, we are willing to do this in the short term. My manager asks what our obligation is to restore those reduced hours at some later date, and what we should te…
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Thanks Nae and Coffee, that is helpful. She has already sent us an email with her list of what would help, so I can move ahead with the process.
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[QUOTE=briansch1;724772]One other alternative I use is to attach them or hand them out with paychecks. I make a spreadsheet with the names and the pay period they where attached to. If they cashed their check then I figure they recieved the info …
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@Nae: we are small enough that I know the email address is correct -- there is a format for each email address, and they are set up by our IS Department. I suppose I could ask our IS department to check to make sure it is working, but there are eno…
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We are not a financial institution. People can take vacation as soon as it is accrued, and it does not need to be taken consecutively. I do find I'm better rested if I'm away for at least 10 days, but I can't imagine not being able to take a day h…
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[QUOTE=sonny;724761]I am sorry but we only acknowledge requests that are already signed.[/QUOTE] That's good, Sonny, thanks.
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I struggle with this every now and then, and just came online now to see if there was any new discussion of this topic. My preference would be to release "no" information on an employee's employment without consent, for the safety reasons mentioned…
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For those who say no, any reasons other than the one I mentioned?
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Thanks to both of you for your responses. Do I need to ask this guy to fax me an I.D. or something before I talk to him over the phone? I actually don't have much to offer so I suppose I wouldn't be much of a help to an imposter, but I always worr…
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Yakley, thanks for this response. I have always wondered about this as well regarding our P.O.'s and this is nice succinct language that could actually fit on the P.O.
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So related to the issue of my employee applying for another job at our company.... I have learned that the current supervisor has been approached by a potential supervisor to find out how she is working out.. I just spoke with current supervisor a…
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[QUOTE=sonny;724163]Just curious. . how long has ee worked for you?[/QUOTE] about a year.
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[QUOTE=NaeNae55;724204]I love Coffee's policies. They say what they need to say, but still remain friendly and personal.[/QUOTE] Exactly what resonated with me about the policy.
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Thanks all, these comments are helpful.
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Thank you all for your thoughtful replies. Our payroll is processed by Finance (using ADP) and the retirement remittance is processed by my Benefits Manager in HR. So the payroll procedures don't make mention of retirement remittance procedure or …
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Still Need Coffee: we don't have a policy but I like the one you put together -- just the right amount of explanation for why there is a policy, in a common sense tone.
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I appreciate your speedy responses, NaeNae. I will contact our employment attorney for future guidance as this is my first ongoing accommodation situation. Thanks.
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[QUOTE=NaeNae55;724156]I want to stress that if the manager is not on board with this you could easily get sued. They need to understand whatever the employee did or did not do, as far as the courts are concerned they need to act towards resolving …
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Some additional questions as i navigate this: Q1. we are project based, which means that other managers may have work to offer this employee short or longer term. what should be my strategy as the ee looks for other work at our company (which I kn…
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@Cheryl and Sharon: thanks so much for the resources. I will look into them. @Sonny: ee worked for about 4 months as a temp, no complaints. has worked as an ee a little less than a year.
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thanks, I appreciate your additional thoughts. btw, I just met with another set of managers whose employee disclosed a bipolar disorder. I hope the old adage about things coming in threes isn't true....
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Thanks, NaeNae, that is just the input I was looking for. Is there any good answer to the question from my manager about "if she has dyslexia, isn't it her obligation to raise it when she takes the job?" My answer is "technically, yes, but I can i…
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can anyone help me here? thanks.
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The only thing I'd add to what has been written above is that it should be clear to all how performance evaluations happen, for example that each supervisor is responsible for reviewing the work on their position. Also how salary increases happen.