HRinGA
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But how far back do you go? We can't hold employment records forever. Where do you draw the line? 5 yrs, 7, 10? We bridge employees' service if we rehire within a year. But anything longer and you start over. This isn't fair to other employees.…
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Heck if I know. It came from California, so...you know... What I interpreted was that the word "previous" did not necessarily mean "immediately preceding" the illness. "Previous" means anytime prior to his illness that he was actively employed. …
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oh, you should read this case. The guy had been gone for 5 years and the courts said it should be taken into consideration. My corporate office just sent memo reflecting the same. The lapse is irrelevant.
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no, this is an hourly position. However, our legal advisors state we could pay a separate lower rate for monitoring time.
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OK, we've decided this should be paid b/c the employee is: "unable to effectively use such time to attend to his or her own personal activities." We don't have a formal on-call policy that addresses the additional compensation that should be given. …
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I am awaiting a response to my question of: is the scanner mobile? Meaning, can he take it with him or is he tied down listening to it? I think that will be ultimate factor...at least according to our legal counsel.
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we went through this with my last employer. Hourly ee's reviewed in September and salaried in March. Basically, we pro-rated the increase. Example: Sue received her 3% raise in June 2006. She is hourly and will not receive another increase until …
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I agree with the others. One other thing I started to do was send an email every month listing past due reviews. I send one email with the entire list to the department heads. I hate to shame people into doing something, but it works! Nobody wan…
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one step ahead of you Pork. I was simply typing the letter for mgt. No way I was going to let them type something up. No telling what it would say! We have sent certified/Rtrn Rct.
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Agreed. For some reason I was having 2nd doubts. I have the letter ready to go which basically states "as we discussed at our meeting, we had serious concerns regarding your quality of work, therefore the reason for terminating your employment is …
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[font size="1" color="#FF0000"]LAST EDITED ON 11-29-06 AT 02:41PM (CST)[/font][br][br]I'm no expert on "out of country" litigation, but here's my 2 cents. This is a company sponsored program. Just because it's in another country, does not buy you a…
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I know. What do these people do during the season? Become a recluse in their home? Do they not go to the mall or the grocery store? If you don't like the tree then don't look at it. Or don't participate. I don't rant and rave about the other h…
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I am sooo glad I don't work in the public sector. So much for celebrating the joy of the season. I don't think I would send another email. Those who want to participate, will. For the one who is ticked off; maybe he'll come around later. Hopefull…
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We've always avoided Friday. Usually early to mid-week and first thing in the morning. I always thought it was better that they could get up the next day and start looking for a job rather than stew about it all weekend. And I wouldn't want someon…
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We require this for several positions, especially people that run reports. It is simply step by step instructions on how to run "x" report, or reconcile "x" sheets, etc. It is something we just ask the employee to do and then update it every 6 mos …
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she's been on FMLA since the beginning
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I have since received another note from her physician stating simply "she cannot work". This whole thing is ironic b/c she pitched a fit last year when we adjusted everyone's schedule. We changed their hours to come in at 11 instead of 12:30. I me…
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I haven't heard from her today and it's 4pm. If I don't hear from her tomorrow I figure I have 2 choices: 1) be nice and call her to find out what's going on, or 2) be mean and terminate for no call/no show for two days. She is out of …
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oooh, I am such a meanie! I just got off the phone with said EE. Needless to say, she was not pleased. I explained that the note was simply a request, and one that we could not honor at this time. Went thru the whole spill of applying policy con…
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I just received a note that states: "to aide in her recovery please allow her to come to work at 11am for 1/2 day if at all possible" doesn't sound medically necessary to me!
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we still send cards to a select group of clients. They are hand addressed and personally signed. That's the rule. If we ever got caught sending out a mass mailing, boy would it be trouble! We run our own charity event as well during Christmas, so…
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We pretty much follow the same procedures listed above, except we call ours a PIP, Performance Improvement Plan. Does the employee know that if they don't change their behavior, they can/will lose their job? The answer should be "yes" and the docum…
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hmmm, I don't think I would do that for the very reason you just gave. You have to get support from the top down to get everyone out. A few years ago, the president of our company walked out and then stared at everyone who lazily made their way out…
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When I first started my new job, everyone was in my office. Apparently, my predecessor was not a people-person and did not want to talk to employees. I let it go on for a while to establish some trust with the staff, however, like you, I started g…
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I think I found something that answers my question. I have a wage & hour law book (as it applies to newspapers) that explains it. For those of you who are interested, it basically calls it a "dual-function employee" and states the comp for the…
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Ditto
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ok, I'm reviving this thread due to recent discussions within my company. I have an employee who is normally scheduled off on Mondays, and works 4 10hr shifts T-Fr. Since she did not work Labor Day, they set aside a "floating holiday" for her to us…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-21-06 AT 09:54AM (CST)[/font][br][br]ditto, 10, to bring them up to 40 per week. What about holidays? We always have the argument that they should only get 8 hrs, like everyone else. ok, jmcaa beat…
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ok, so let me ask this question. Our STD kicks in the first of the month after 60 days. If we have someone go out at 90 days, would you term since they are not FMLA eligible, even though they qualify for STD benefits? We've only had this happen o…
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yes. I have had this happen before and term'd. Our STD pays 50% salary for 12 weeks. It's meant to run concurrent with FMLA. However, new employee does not qualify. We opted to recruit and fill that position while EE was out. We ended up payin…