Cotterwood
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[font size="1" color="#FF0000"]LAST EDITED ON 12-03-03 AT 10:17AM (CST)[/font][br][br]Dear Virginia HR 'Lone Ranger', The most immediate answer is: A LOT ($$$). Although I'm in CA, I also am a 'Lone Ranger', doing the same duties (all) by myself.…
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Hey, thanks for the info. I've never heard about the continuation of an FSA through COBRA. Are you absolutely sure about this?
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This is what I was thinking was correct. However, I think I need to really check into this, as I just got two completely different answers. I want to make sure this update is absolutely correct. Thanks so much for your input.
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Good Afternoon HRWiz1, Here is our policy straight from the PPM. In the event of a serious injury or illness of a District ee or a member of his/her immediate family who requires the employee to take an extended leave, District employees may dont…
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Hi, We're a CA employer (Special District at Lake Tahoe). We're just gotten the news of the Governor's budget, and it's going to cut our budget by $3.1 Million. Sooo, we are looking for ways to cut expenses, yet still provide benefit options for…
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Dear Whatever, I must be completely in the dark. What lawsuit is this? Our employees use Merk_Medco. [email]cwood@tcpud.org[/email]
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Correction! Were these folks already on COBRA? If so, then when the insurance changed, they should have received their checks back with a letter from the previous carrier. This in turn should have triggered them to call you or a HR rep. Why did…
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Interesting that only a handful did not receive their notices! 1) How long did they let this go before you were told they did not receive notices? Did you find out from the COBRA recepients? 2) It could be that a few folks just didn't have the $…
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This is responding to something that is a year old, but! We offer our employees the opportunity to 'opt out' of their health benefits and have the equivalent premium deposited into their 457 account. They must have equivalent health care coverage …
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I just recently sent a copy of our IIPP manual to another HR type. It is very comprehensive, and we go help putting it together from a Safety and HazMat consultant. She stops in about 4 times per year to review our accidents, our various work area…
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I agree with Hunter1. You're much better off classifying this individual as an employee. You've reviewed the IRS rules - and said they point to employee. I would think so since he is a driver for your company.
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Not that you haven't received enough suggestions already, but here's what we do and it seems to work very well. 'Safe Worker Award: As part of the District's safety incentive program, all eligible employees who remain accident free for six months,…
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Tammy, Since you are already in the middle of litigation, let your attorney handle the 'records gathering'. In CA you can only review records pertaining to the WC injury. In other words, you can't put out to the 'public' things like the employee…
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As long as the injuries/illnesses are not recordable per OSHA regs. We take care of a lot of what is classified as 'first aide'. But we still require the ee to complete an 'Incident/Accident Repport Form, and the supervisor a 'Supervisor Report F…
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I'll add my $.03 worth. (Being a multi-taking woman, I added $.01 to my worth,,,,(:-) Always have the Executive (top felon, top dog) sign the Summary. Have a nice day!
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Good Morning, Hatchetman gave you some good advice. Also, ADA does come into play. Be sure to look around to see if there are any other possibilities for this person. We just brought an employee back from FMLA (car accident/non-industrial), and …
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CAUTION!!!!! The only time you should be doing a credit check is when the position being applied for handles money or drugs. The other is when you have funds missing and you have already made your 'acusation'. Even then it's best to let your attorn…
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Good Afternoon, I'll get a copy to you tomorrow. my email: [email]cwood@tcpud.org[/email] Carole Wood
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Good Morning, This is very common. I'm assuming the employee reports to this supervisor. First, regardless of whose right - there is most definitely a personality conflict going on. Are there any other possible openings that this employee could t…
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Good Morning PAhr, They generally aren't pitbulls, until you get into court, and even then it's not like the old Perry Mason flicks. Just answer 'Yes' or 'No' DON'T OFFER ANYTHING ELSE, unless you are asked to elaborate, and even then keep it as…
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We're a public utility district in CA. Our insurance is going up 25%, it went up 20% last year. We still pay 100% of the premium for the ee and family, but we're getting boxed into a corner on costs. Two years ago we dropped from a 90/10 to an 80…
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Just the throw something into the 'mix'. We are a Public Utility District in CA. We require that all management live within 25 miles of the District, and we require both the physical and mailing address of all employees, regardless. Our employme…
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I agree with 'Whatever'. You are allowing an employee to drive onto your property knowing he has a invalid /suspended driver's license. If he has a accident with any of your other employees OR one of your vendors, guess who's going to be liable f…
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Ooops! Little typo there! That was "Battery", as in "assault and battery".
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Holy Cow!!!!!!! I completely agree with SMace. If things get any nastier, the 'recepient of the chew' could take it a step further and charge the supervisor with Barry. Once you make physical contact with another human being - it becomes a batter…
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Wow, I sure missed alot somewhere along the way. I'd better make more of an effort to review the forum more often. But,,,,, to add my $.01 worth, yes we all have a different perspective and therefore I think everything written/read provides us a…
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Good Morning Lara, GOOD FOR YOU - GOOD FOR YOU!!!!!!!!! If I knew of a company out here looking for a star - I'd recommend you in a heartbeat! You performed in an entirely professional mannger, tried to make the best of an intolerable situation. …
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I agree 100% with Nrdgrrl! Pick that phone up and call the software company, and tell them (and I stress the word TELL (MAYBE strongly request) they get a representative out there - for a week or too. Go to your boss and submit to him a WRITTEN …
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We are a Public Utility District in CA. Our Union negotiations are strictly confidential, with only the Union Reps, Stewards, and 3 Mgmt. present. Union members are, of course, informed of all proposals during the negotiations process - they have …
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That's the ol' "do what I say, not what I do" theory. Does your boss have to fill in a timecard? If so, let him do it, after all the person signing the timecard is stipulating that the hours/leave time is recorded /charged correctly and honestly. …