Crout
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Unless your State is unusually restrictive, I don't see how either one of your scenarios will protect your company from UI liability. It's pretty simple: If the EE give two-weeks notice and you want he/she gone sooner, but you do not want UI liabil…
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>Inform them >that they just lost a half percent of their own >raise, and if you don't have the eval in the >next ten days (2 wks), they lose another half >percent AND the employee loses a half percent. >Make the supervisors …
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It is not illegal to be rude, beligerant or demeaning, so you have a choice: put up with it or leave. It's also your choice to butt heads with the CEO, so you can chose to not do that as well. You can go to your BOD, but that probably won't save y…
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Fire him immediately.
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[font size="1" color="#FF0000"]LAST EDITED ON 11-09-05 AT 12:50PM (CST)[/font][br][br][font size="1" color="#FF0000"]LAST EDITED ON 11-09-05 AT 12:49 PM (CST)[/font] Ooops! Went to edit and hit reply with quote instead. My bad.
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[font size="1" color="#FF0000"]LAST EDITED ON 11-09-05 AT 12:50PM (CST)[/font][br][br]You can jump the "chain" of progressive discipline IF....if......the offense is serious enough. You wouldn't give a verbal warning to someone who stole a company …
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What do you mean, it's not taxable? Is it not income?
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Well, that's a horse of a different color. Yes, I participated in something quite similar. The company I was with at the time was in financial straits, and the bank forced them to bring in consultants who conducted a series of interviews where we …
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I've never seen this used, and quite honestly would shudder at the repercussions. I wonder if the Management folks who thought this up would stand for the same practice. I'm curious: what are you trying to measure?
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The employee "might have been" disciplined at a former job? What's the proof, the rumor mill? It sounds like you're working for a Gov't entity, so you're still gonna have to utilize due proces for the employee, and I'll bet the so-called "proof" w…
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Check your Town charter, which may contain claues governing the behavior of the Board members.
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Counsel her as suggested above, and also tell her that ANY absence must be accompanied by a doctor's note with the date and times clearly noted. Then call the doctor's office directly to verify that your EE is a patient and was seen on those dates.…
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I don't see too much angst, it looks more like a discussion to me. FLSA has two tests: duties and salary. Full time vs. part time is not one of the tests, so far as I know. If it is, please show me. They want this person to work part time hours …
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Allow me to try and clarify my thinking....some days the thinking is less clear than on other days. I would be hesitant to re-classify her duties as non-exempt IF.....IF there are other employees in the same job category. Why? Because that re-cla…
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This looks like plain, old, intermittent FMLA to me, which as stated above does allow you to reduce her salary. Are there other employees in her job category? If so, I would be very hesitant to state that her duties are non-exempt.
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If your managers want an "Introductory Period" so they can simply snap their fingers and make someone disappear at whim, they can forget about it. No probationary period or introductory period will protect your organization from liability. I once …
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I lived in the South for a time and it's the ONE food item I could never develop a taste for. And I knew guys who dreamed about that stuff.
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Gene, what's all this stuff about Pork bringing "reefer?"
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Was the original injury a valid WC claim?
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We operate similar facilities, but our own nursing staff conduct the Medication Administration course and test each employee, which is allowed under our state regs. Call your state MH/MR office and find out if the training can be done in-house.
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What do you man by "clocking in and out?" As detailed in some of the posts above, Management can set the expectation that Exempt staff observe set hours and must account for their time. The Exempt status is not a license to waltz in and out at whi…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-28-05 AT 08:50AM (CST)[/font][br][br]You can also tell your exempt staff that they are not allowed to use comp time...that any time taken must come out of their vacation, personal, etc. They also don…
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Do you have a drug policy in place and does it spell out the conditions under which you will test? If no, that's the first step.
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You have to be careful because it all depends on context. You said the topic came up at a yearly review. If the two employees were discussing the salaries of other employees, that's protected activity.
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Yes, we have "at-will" language in our non-union policy handbook because the concept of "at-will" has been recognized from the state Supreme Court on down, but there is no actual "at-will" law on the books as other states have.
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What "At-Will Law" in Pennsylvania are you referring to? To my knowledge, there is no such thing. I believe there is an at-will doctrine that has come down through various court rulings, but not an actual law. If I'm wrong, please forward the lin…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-30-05 AT 07:39AM (CST)[/font][br][br]I just dealt with this situation. My preference was to simply say no to the exempt employee who wanted to pick up extra money working a non-exempt job. I cited t…
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I disagree. "It" is a person, and depending on your locale may have codified employment rights, which very much would be the business of an HR professional.
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You can be as creative as you want. "Compensation" comes in many forms. A few weeks ago my wife's boss's - boss's - boss handed her an entire luxury box for a Phillies game, food and beverages for 16 people completely paid for. For some folks how…
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Grab him on a Tuesday morning after Monday night football and test him based on "reasonable suspicion."