Crout
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Don, I couldn't agree more. In my position, (Employee Relations Manager) I have done everything from assisting an employee navigate the INS to getting the family cat out of a tree (the last one's made up, but you guys get the point). Far from bein…
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It is fairly routine in police and firefighter departments to have front-line supervisors (Lieutenants) in the bargaining unit. Yes, it does look like a conflict of interest, doesn't it?
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[font size="1" color="#FF0000"]LAST EDITED ON 07-14-03 AT 10:23AM (CST)[/font][p]This is why God...I mean the CEO....made MIS departments. Actually, it looks like they want the same data, just in a different format. It could be worse. The idea of…
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Yes, I saw it. What is your problem with the form?
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While I agree with Ms. Williams in principle, I must say that this particular employee seems to have the proverbial "attitude," and may not deserve such consideration. HOWEVER, you did state that you have allowed this kind of leave in the past "for…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-10-03 AT 02:39PM (CST)[/font][p]Find out what Washington State says about maternity leave. If the State law exceeds FMLA, then the State law would apply. Then dovetail that with your company policy.…
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Rockie is correct, but don't forget that you work in the Republic of California and so you may end up paying his Unemployment.
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Your boss sounds like the type of person who would find it difficult to compromise. As good as your intentions are, you are probably barking up the wrong tree.
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>He is a tech that works on trucks and has gotten older - he is not >doing the work he used to. So you want to reduce his pay because he's gotton older? Yikes. Unles he's now 32 and his work has slipped since he was 25, you guys are …
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>[font size="1" color="#FF0000"]LAST EDITED ON 07-09-03 AT >12:55 PM (CST)[/font] >Can we legally reduce his pay because we want to keep him? Could you please explain that statement? It seems to be contradictory. That aside, red…
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Also keep in mind that FMLA can run concurrent with his vacation time.
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Oh, no apologies are necessary, Meg. Quite the opposite. If I sounded touchy it's because of my firsthand knowledge of the conditions over there.
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[font size="1" color="#FF0000"]LAST EDITED ON 07-08-03 AT 03:19PM (CST)[/font][p]I was somewhat amused by the title of your post. Are you assuming that his military service was some sort of a vacation? After reading weekly emails from my best frie…
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I would accomodate if possible, although I don't see how you could possibly do that if he has destinations over 1000 miles away. Even if his refusal was somehow covered under ADA you could terminate based on undue hardship to your company.
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Every one of our new employees gets infection control at Orientation, but only EE's who have direct contact with clients get the yearly refresher. Administrative folks do not.
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No, but we do allow "jelli's."
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The cost of enforcement will exceed the cost of the no-show. On the other hand, if your local economy is such that people are lining up to work for you, why not have every candidate post a check that covers the cost of recruitment, which you could …
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If you are enrolling these folks as employees, rather than independent contractors then they should be covered under Worker's Comp if they are injured on the job. I can't believe that you enroll people as they walk in the door. That's crazy. I th…
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So this is an insurance question? I thought so from your original post, but your clarification indicated a wage question.
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Are the rehersals mandated by management? If so, you most certainly should be compensating those folks.
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[font size="1" color="#FF0000"]LAST EDITED ON 06-25-03 AT 12:42PM (CST)[/font][p]SHRM is an excellent source of information, along with HRhero.com. I recommend both highly.
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Hey, it's a pain, but because we have a Union I have a job in our HR department.
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In addition to seeking an attorney, you really need to do your homework because one misstep by you and your company could easily get slapped with an unfair labor practice. You can start by going to this site [url]http://www.nlrb.gov/rr.html[/url]. …
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I'm not sure what kind of advice you're looking for since nothing that has been posted seems to suit you, and I can understand why. This is one of those times when it would be great if the folks on the Forum lived in the same community instead of a…
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Please don't misunderstand: I have no desire to see any child hungry or cold. On the other hand, I have a duty to my company to provide sound advice, and the fact of the matter is that independent contractors are simply not employees. The question…
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Wow, I just came back to this thread. Hey, all I know is that in Pennsylvania contractors are not employees and therefore we are not subject to garnishment orders.
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If I understand you, the EE's husband received a garnishment order for one of his independent contractors....is that correct? If so, the answer is that the order does not apply to an independent contractor, however, the order should not be ignored.…
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Tell her to take all the time she needs to get "comfortable".....take 10 seconds if she needs it, but that you expect her to do her job and give you the information you need.
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Not to make Pork go off or anything, but we pay our exempts a separate bonus for carrying the beeper. They are all on a rotating weekly schedule.
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Don, my head tells me that you're probably right, but my heart wishes it weren't so. I have already communicated my concerns to the UC office in a detailed letter, but as anyone who has worked in Philly could tell you my efforts will most likely be…