Ethel
About
- Username
- Ethel
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Following is what our Environmental Mgr. requested as a Part of a SECURITY PLAN required by DOT HM-232: quote "Personnel Security - This portion of the plan must contain a methodology for checking or confirming prospective hazardous materials emplo…
-
Thanks! Your advice re-enforces what I had thought but with the new wrinkles in HIPPA it was the family I was worried about. (I neglected to mention that his brother works for us also.) Thanks again.
-
Although the VP won't like it, I think "Don't Ask - Don't Tell" is appropriate here. If we go ahead and inquire, we will probably be living proof that "no good deed goes unpunished".
-
Hey, I appreciate your touching it. The employee is over 65 and we do not have a history of seniority being the rule. We normally look at skills but if we do that then the person we are leaning toward keeping is outgunned. Bottom line, we want to…
-
Sorry, wasn't clear enough. We are leaning toward keeping the over 65 because she has been with us the longest (25 yrs vs 3 for younger). However, we do not want to terminate a fully trained person and have the over 65 employee work a couple of mo…
-
>He should contact his former employer to find out WHY he didn't >receive the COBRA paperwork. The employer has a responsibility to >ensure this paperwork is sent to the employee within 15 days of the >date insurance terminated o…
-
>We had a big issue about this with some employees wanting to wear >capris. We don't allow them as we feel they do not convey the >conservative, professional image that is so important to our >customers. We're currently sending …
-
Go Don--Go!!!!!!
-
We consider SHRM a good federal source and at a very reasonable price. For state specific info Lee Publishing is excellent. Of course, HRHero is outstanding.
-
I can tell you too have been bitten. What I was considering was to include the receipt at the end of the Policy and asking them to print it out, sign it after their review, questions, etc. of the policy and return to Personnel. I too thought exact…
-
Thanks for the info. I agree with e-mailing out and getting a signed receipt back. E-mailing is quicker and easier which is what I'm after, but feel a little uneasy about no "John Hancock". Thanks
-
Yes, you are right. However, it is the CEO who has asked me for assistance in this matter. We are not a really big company, but have mfg. facility and multiple outside personnel (sales) who must be able to sign contracts with our customers. These…
-
That is our situation exactly, but because some of our people are scattered, we are receiving the "awe and shock" treatment. The scattered also prevents meeting very often. As you say, would the "field salesmen" sign a contract without their boss …
-
Sorry -- I did not say. However, thanks to you and everyone who commented. It is so great to have a way to communicate with other HR people and discuss pros and cons and even "what ifs".
-
There is no fast test. But in this case, we were willing to pay a highly compensated individual to stay home because: a. he had been living in Singapore b. It was on the list of "do not travel" to locations c. He had flown in and passed throug…
-
For the case in question, I talked to our Industrial Medicine Clinic and based on that conversation -- I had him wait to report for work until 10 days had passed. But your response is not too late, because we will keep it handy for any future cas…
-
Sounds like a terrific new opportunity!!! However, please stay with the forum. As a fairly new participant, your responses were the first ones I always looked for on questions. Your responses were always rational, on-point, and quite often very f…
-
Again, the HR Forum Posse has come through with good advice. The suggestion to get a policy written and circulated (in this case updated)is to be my first step. Do any of you have any sample verbiage re Medical updates. Although we already have…
-
Retention is for one year and that is one of the reasons that we are loath to continue to receive them. People power and storage space are scarce. Additionally, I found that we had not filled a position from the "unsolicited" files in 10 years.
-
Wow! That made a believer out of me. Thanks for the response. Do you think that communicating this by e-mail to my assistant to get it on record would be sufficient and state that this is our policy effective immediately. Again, thanks Don.
-
In response to Don (whose responses I really enjoy reading and find very informative)- this is a "back to the wall" cost saving type of change. Our situation is very similiar i.e. high increases, older population with large claims. So we went to 9…
-
We do not encourage advances, but recognize that sometimes unforseen things can happen. Therefore, we will give an advance, but it must be paid back 100% from the next paycheck. This seems harsh, but it limits the number of advances requested but …
-
DeidreFR5's advice is emminently fair. Although MLK Day is especially important to one minority group, today in the US there are many minorities. As Don pointed out, how can one minority be more important than others? We are located in Texas and …
-
To Jessica and everyone who responded to my first post -- Thanks so much! That first post makes one a little nervous, I had been reading the forums on a daily basis for some time. I had hesitated to post anything because I thought everyone was so …
-
Yes, you are correct the offer letter would have been the best place to address issue. However, HR was the last to know about the offer of employment and he made no mention of requiring any accomodation to the manager. My intent is to give a Excus…
-
Thanks, that will work for our company as we also have 10 holidays but no floaters. The problem in this case is that the employee has not been here long enough to have earned vacation. His request is for one day off and that he be allowed to "make…