Cindy Hanna
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- Cindy Hanna
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Comments
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Was this guy you Don?
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Your welcome cbs. I hope it helped you.
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I thought I explained it well, but apparently not.
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I'm glad we final got on the same page. Don, you made me work hard at this one. Thank you for the challenge and keeping me on my toes. Hunter1 this is legal in the state of Wisconsin, and it works very well with our company.
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When a reduction in pay is enforced the employee will get a letter stating that the next pay period they will have a 2 week 10% reduction in pay. We always forewarn the employees before we reduce their pay. The employees check for the following pa…
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I just wanted to let every one know that I talked to William who is with the DOL. I asked him if it was illegal what we are doing with the 10% disciplinary reduction in pay. Willaim told me that it is not illegal that it is legal so long as the em…
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There's no reason to become defensive. I respect every ones expertise and appreciate it. What I said was it does'nt happen to often. Not because I'm not following through with this policy but because the employees do not want a 10% reduction in p…
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We are not deducting off of the employees check. What we are doing is taking 10% off of his/her wages. Which means we are reducing his/her pay. That is legal in Wisconsin. I called our lawyer just to make sure it was legal and he said it is. You…
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It is not a demotion. The purpose is for discipline. We are a Ready Mix Company that deals with construction. We are a service orientated company that has to have our employees in on time every day they are scheduled to work. Our customers/contra…
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We have seeked legal advice and it is perfectly legal so long as the employee is not exempt and so long as an employee is not working on a government project-pay scale comes into affect at that time.
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The policy that is in place like I said earlier has been in place for many years and we do reduce employees pay. It doesn't happen to often but we do reduce employees pay. Employees are fully aware of this policy. Let me explain : We reduce emplo…
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We do not have any employees that make minimum wage. The employees wages range from $15.00 to $18.50 per hour. This policy has been in place for many years and it works.
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In our employee handbook it is spelled out quite specific. If an employee is late 21 minutes or longer that employee is written-up. The second late in a 90 day span the employee will have a 2 week 10% disciplinary reduction in pay, 3rd late in a 90…
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Thank you for your expertise. I thought there was nothing we could do but, I thought I would ask. The company could not have done any thing different. A lot of company's from what I hear just pay the ex-employee money so they would drop the c…
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We have a strict late policy. 1st late you are verbally warned, 2nd late you are wirtten-up, 3rd late two week 10% reduction in pay, 4th late 4 week 10% reduction in pay, 5th late terminated. We are in the construction business so we have most of …
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We have to follow DOT regulations. If an employee is involved in an accident that causes injury, tow, or death they go in and get drug tested. If any one tests positive they are immediatley terminated. You must get the employee in with in 2 hours…
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I think education and experience are both important. In the real world it is hard to find someone with both and who will fit in the organization. I will go with either one so long as there is potential and he/she fits in with the organization. Is …
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Thank you so much for your input. WOCO Frank I agree with you, that it is the employee's responsibility to let us know about being a volunteer fire fighter. I really appreciate every ones professional advice. This forum is great.
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Thank you for your advice. I did talked to the employee and told him that we will come up with a policy regarding this matter. He is still up-set because he missed an opportunity to use his skills at the scene of an accident. But he does understa…
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Thank you for your input. Sorry it took me so long to respond I was gone. What if the company did not know a employee is a volunteer? I do know that the employee was very up-set. Thank you
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We have a drug policy in place. If an employee tests positive for drugs he/she is terminated. No chances. If this terminated employee goes through counseling/rehab we usually hire him/her back. When we re-hire the employee goes through drug test…