Crout
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In the main I agree with your response, except I don't see the "ethics" part. A corporate code of ethics usually deals with personal conduct in the execution of your duties as it relates to the company, not with whom you chose to sleep with. I wou…
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I think you're quite correct to run the FMLA concurrent with his work comp for exactly the reason you stated: he could very easily stay out on work comp and THEN take FMLA. However, you must be careful in that there is a requirement to give the emp…
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I think JM is confusing FMLA with ADA, however, a broken wrist can fall under FMLA if it is deemed a "serious health condition," as defined in the regulations. The short answer is yes...a broken wrist would almost definitely qualify for FMLA.
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Absolutely not, unless the employee belongs to a labor union, AND the purpose of the meeting is not just to review preformance, but could also result in disciplinary measures being taken against the employee.
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I don't think you owe her an additional explanation. You gave her until 01/05/05 to make other arrangements, now it's up to her. I would, however, send her a letter reminding her that you expect her to report back to work on 01/06. If she doesn't…
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My feeling is that you're going to really miss the day-to-day drama and aggravation of dealing with people who are adults in theory only, and will come crawling back to the Forum, begging forgiveness.
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No, your post was clear and very helpful, as were the rest. What bothers me about this particular situation is that, but for the fact that she is on Probation we would not be talking about termination, and the Pregnancy Act does not recognize lengt…
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Her job is to do case management for children and families. She is in the office a great deal, but must also go into the community to meet with families. She has not requested any modification, she has simply taken what would normally be considere…
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You mean keep a running tab that bleeds over into the following year? I have seen companies operate like that, and I do not see any reason why...at least from an FLSA standpoint...you could not do the same if you choose.
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Yes, you must pay him because if you pay him based on hours worked you may jeopardize his exempt status, along with the status of every person in that job catagory. However, you do NOT have to put up with him calling out twice a week. His Exempt s…
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You need to establish a policy and enforce it equitably. After all applicable FMLA is exhausted, our regular employees have the option of requesting an additional one-month personal leave, which we state in the policy may or may not be granted as e…
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Catherine, sorry if my remark caused you any distress. It was more along the lines of "tough love" than anything else. Your situation is tricky, but I still think you should handle this in-house if at all possible. I'd assign this to an upper-lev…
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HR is supposed to be "the third pary" in cases like this. My advice would be to put your attitude aside and function like a professional. Is this your first time posting? Welcome to the Forum.
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How do you know that the caller is who he says he is? I wouldn't give it out unless they give you a court order.
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If you've interviewed witnesses and made the determination that it was horseplay go ahead and write the guy up. Since it's been 10 years since his last write up (do you really think that's unreasonable? I'm thinking 10 years is a pretty long time …
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So your Ethics Code contains a rule stating that a spouse cannot call your place of work? Or does it say that employees are not allowed to go anywhere but home after work? That's some code.
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This was mentioned in some of the posts above, but I wanted to make certain to saw it....your Accounting folks are DEAD WRONG if they want to pay OT after someone has taken a day off and makes up those hours. OT kicks in after the EE works more tha…
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But they were right...you CAN'T make a decent martini without Grey Goose. I thought this was for stupid policies?
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Tell him you will need a court order before you can comply with the request. BUT be wary. I just had this backfire on me not too long ago when I got a call from the Dept of Homeland Security inquring about a former employee. I told the agent that…
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Since you don't have a union you have some felxibility, and so you're not locked into a formula. You can write her up, make it a last and final warning, cancel her vacation and still have the ability to term her later if she doesn't improve.
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This doesn't answer your question, but why shouldn't your role be to lay out ALL the options, the potential liabilities for each, and let management earn it's pay by making the decision?
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Whatever you do, don't lie on that form. If you fired her for performance issues (as your post implies) go ahead and say that. The fact that you didn't respond previously doesn't mean anything. She probably would have received Unemployment benefi…
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Didn't you say that your IT people tracked her illegal usage? That sounds like proof to me.
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Don, my theory on why all the educated Baby Boomers are familiar with Mr. Holmes and his body (snort!) of work is because he was big (har!) in the 70's, BEFORE we became educated, responsible, less-fun adults. I understand your rant about controlli…
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The problem is that your Exec. Director was on the bus and did nothing, which means that it was sanctioned. Now your EE's can plausibly claim that they felt offended, but said nothing out of fear for their jobs. Just wait until your next disciplin…
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I agree with what Craig said, and would also add you are not required to pay severance, unless it is to follow your own policies.
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Will your company pick up the administrative fee for the cards, or pass that on to the employees?
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So what's the name of the bicycle company?
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How small is your workforce? If you have less than 20 EE's ADEA also does not apply. However, if you have 20 or more the GM's criteria may be a problem. The best you can do is alert the folks in your chain-of-command to the potential liabilities,…
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You have no obligation whatsoever to provide a comfortable area for smokers. In fact, you might have to move them away from the door, depending on what your local ordinances say about smoking in the workplace. Many companies are not allowing smoki…