Ethel
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- Ethel
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We created a special classification of "Salaried Non Exempt" as a morale booster for a and it's been a horror. What happens is that they have all the perks of exempts but if they work an extra 30 minutes, Overtime!! We have grandfathered the prese…
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Thanks Don, your 2nd suggestion did it for me. (Proof of Right To Work in United States".) This is what we are using. Appreciate your help.
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You're right, that I-9 statement is PC, but it's also wordy and the per word cost is prohibitive. Guess I was looking for a short, slick PC statement that would let us get off cheaper.
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Lowest fare available is our usual policy. However, on overseas flights of long durations, we do allow business class with prior approval. (This change came about after our CEO experienced the "flight from hell" on an overseas cheap trip.) We do …
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Yep! That's the benefit. It would be terrific if no one ever made a hiring mistake - however, I sure have and so have some of our managers and officers. (I swear to this day that a person I interviewed and hired for a position was the Good Twin …
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It maybe its only a psychological thing but having a "probation period" has never been a problem in and of itself, the problem has arisen from the perception that after it's over the person is permanent (I said it, the forbidden word). And at least…
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We've had complaints of cheap perfume smells, hair products with too much fragrance, etc. etc. None of these involved health complaints, just don't care for the smell. No way to police all of the various scents in the air, just move the complainer…
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Go on FMLA. We have been doing quite a bit of downsizing and downsized a person out on FMLA. We paid them the severance package and accrued vacation. Because our FMLA policy is that applicable is used concurrently with FMLA, most of the earned va…
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I agree regarding having the right to require use of their vehicles if it is part of their job. But, you must request proof of their insurance because if this employee has an accident which is their fault and are sued, the employee's insurance woul…
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Not all health information is considered PHI. Health information from life insurance evidence of insurability forms, long and short term disability claims, FMLA, worker’s compensation and pre-employment drug screening are examples of individually…
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In TX an x-employee has no right to view personnel file. Our policy is no access to x-empl. without a supeona. Again, as others have advised -- ck you state laws.
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Since this gentlemen is invoking the Homeland Security Act, does it make a difference. I have heard that it gives broad license to govt. agencies. I went into Gov site, but could not locate any thing re privacy except regarding federal employees. …
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Sorry for not being clearer -- but yes, should I turn over the personnel file without a court order and it's not so much the time and disruption, it's a question of liability if any of these co-workers defame him on our property, on paid time -- doe…
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Do nothing. This is a ticky-tacky complaint. I agree with other posts that stated that this probably a person who is not a "favorite" or well liked. Due to allergies, I have had a cough off and on recently and there is not much that can be done. …
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Agree with Don on the keying being done by HR Dept. However, we changed to ADP HR & Payroll at the beginning of this year and what they can do most of what they promise, but a lot of the processes STAYS convoluted and are difficult to work wit…
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Wow - I didn't know that it did not test for current use!! How about cost -- is it a lot more expensive?
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Don, you are my new hero!!!!! You don't (or maybe you do) know how many times I have wanted to say, NO SETTLEMENT!!!! (I really liked your way better -- "Screw you!!!!".) You brightened my day with your response -- Thank you!!
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Birthdays the company does nothing but the departments will bring cake, food, etc. It was getting to be consant, so we had to adopt the policy of one birthday party per month per department. The only other thing we do is publish birthdays (no year)…
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People can and are allergic to smoke from cigarettes. Allergic to the scent??? Probably not -- just don't like the smell. However, if the smoker is adhering to company smoking policy, no action should be taken. Just as the non-smoker has rights …
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Had decided to "live" with getting P.O. box numbers and had drifted into complaining that HR must have SOME way to contact family members. Many, many, times the info changes (i.e. telephone, marital status, etc.) and if you have a p.o. box # and a…
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Since we are a mfg facility, we have had serious injuries and you are right, no way to contact family is horrible when you are under a time crunch. We do have an emergency contact form, but people fill it out and when the information changes (i.e. …
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Well, I gather from the collective wisdom that without taxes being involved, we should just accept a PO box or whatever they want to provide -- it still make me a little nervous. I have a vision of an employee giving a PO box only because they are …
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You are right and we do, but we get PO box and "no phone #" can't call, etc. I gues what I really want to know is can we insist on physical address instead of just a mailing address.
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We also publish birthday's and omit year and have a notice in newsletter tolet us know if employee does not want this info published. We have done this for quite some time and have had no problems. We are revamping our "new hire package" and will …
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Thanks to everyone for your good advice and counsel. I'm quite tense about this situation because there are a lot of "hairs" to the events that led up to this termination. (false sworn testimony, false documents and the OSHA!!!) I will be living w…
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If you feel and/or find that there is or might be any merit to this claim, I have but this advice to give you -- bring your labor atty into situation ASAP. Even if you go into mediation, would still advise that you have atty. This approach has worke…
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How are the charges from these companies? We had been using the same company for years and it has been sold and suddenly their costs are too expensive for what they are deliveryng. We periodically negotiated a flat fee for a "Basic Plus", i.e. cri…
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We have the same questions on our application and also state on the application that a "yes" answer will not automatically disqualify an applicant. This upon advice from our attorney because you could run into problems with discrimination charges. …
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1. If an employee is taken off of work, we would not allow them to work and would require a written release from physician before allowing emp. to return. We do not require a "full" release, but if job cannot be done with restrictions imposed, we do…
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Amen!