Hunter1
About
- Username
- Hunter1
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Ok, I'll bite: You payroll people who know more about HR functions than I do. What's the Basic Employment Verification Program?
-
HRLASS: What I've been wondering throughout this thread is: What the heck are you doing dealing with labor unions in New Mexico??? I lived near Albuquerque in the late 70's, and there weren't three unions in all of New Mexico then. Has it change…
-
First, you need legal counsel. Next, as I understand it, workers who honor a legal primary picket line at their place of employment may be replaced, but not disciplined by their employer. If the primary strike is economic as opposed to an unfair l…
-
No legal problem, but you might want to consider the precedent you're setting. Is this new rule going to apply to anyone who doesn't want to use their vacation/pto, but, instead save it until they get paid out for it?
-
Good advice thus far. You should definitely try for language in your agreement which says that any grievance not advanced to the next step in 'x' days is considered settled in favor of the company. Do you have any rapport with the BA? If so, perh…
-
Glad you're still alive after the month from hell! Absolutely, mandatory EAP referral. Of course it depends on the circumstances, but our EAP gladly works with mandatory referrals, and has done a considerable amount of good in that regard.
-
Sam and HRockets: We have 30,000 residents, 250 employees, 13 department heads. I sometimes feel we're overstaffed, especially in police, fire, and 'community development'. They all work to control the lives of our citizens. I've always been phi…
-
Yes, but don't get OSHA involved. Your work comp carrier should have industrial hygienists on staff and they should do this testing as part of your loss control. Get the testing done and deal with the results, not with OSHA.
-
I don't know about your state, but in WI, it's not a lost time case unless a qualified medical practitioner says it's necessary for the employee to take time off from work. An employee cannot just decide that he/she is hurt and go home for the next…
-
But here's the problem from my perspective: We've all been completing these forms now for going on 20 years. Do you suppose we have more or less "non-documenteds" working in this country now than we did in 1986? What the he#$ are we accomplishing…
-
This is a complicated issue. Generally, if the benefit levels change, it is necessary to amend the plan, and this amendment has to be communicated to all employees; however, I get a monthly notice from our TPA about changes in coverage for prescrip…
-
For some reason, this question comes up regularly. You might do a search. At any rate, what you refer to as your insurance booklet is probably the SPD. The Summary Plan Description must be given to employees along with any amendments that you mak…
-
Sorry I can't give you a cite, but unless you're trying to single out one of the owners for personal liability, an award would certainly hit him/her in the checkbook. As an owner, his/her actions will be deemed to be those of the company, and stric…
-
They ought to retitle that book, it might sell better
-
Check your state law, also. In WI, there are mandatory preference points for some positions, notably protective service positions.
-
Anne: You shouldn't be ticked at SSA, the states are generally responsible as kind of a pass-through for this type of information to local governments. That said, I haven't received the notification from my state retirement agency yet either. At …
-
I think that state systems are generally in pretty sound shape. WRS, our public pension system is pretty close to 100% funded and has assets in the neighborhood of $60 billion. Does your have a provision for cost of living or similar adjustments? …
-
Can't say I know much about the case, but with the way Wal Mart vigorously defends, especially labor law cases, I'd say there must be something for the government to hang their hat on. I agree it would be a horrible precedent, but Wal Mart just doe…
-
Wow! No reflection on you, MB1004, but I'll never understand why 'regular' employees see discrimination behind every corner, much less HR professionals. There has been no indication that I'm aware of that there has been any illegal discrimination …
-
Well, you've been put in a bad spot, but for the moment, it appears that you are overreacting. You didn't state that your review has been affected at this time. Also, I don't believe that not supervising the boss' wife correctly, puts you in a pro…
-
Pork: "You go, girl." BUT, what's this recommending something other than pork, AND paying for it with company funds??? I had a dinner interview once with the nicest plant manager in the world. Most civilized, well-mannered guy around, UNTIL he s…
-
Civil service or not, you have to deal with him. If there's no other way, perhaps your department is large enough to find him some 'meaningful' work where he won't deal with anyone else. Put him on a warrant detail or court duty, something where h…
-
Poor devil! This morning when I went for my walk, it was 6 below. By the time I got back home, my beard was caked with ice and I had nice rosy cheeks. A hot shower sure felt good. Wouldn't trade it for the world.
-
Since you're concerned about the incumbent's financial condition, do you require that these people be bondable/have a bond? This is probably too late to be of much help in this particular situation, but requiring the ability to be bonded in positio…
-
Even better, your work comp carier ought to provide this service. They have an industrial hygienist on staff who can come in and do the testing and you won't have to worry about possible citations, etc. My personal experience with exhaust fumes ha…
-
[font size="1" color="#FF0000"]LAST EDITED ON 02-24-05 AT 12:36PM (CST)[/font][br][br]Rockie & Crout: She made it clear that she didn't expect us to hold the job, just that she thought it was a neat job and she'd be very interested if we had an…
-
I, too, represent a city. I would argue for suspension at this time, pending the final results of the investigation. This is not a freedom of speech issue, and if the police investigation results in a finding like you say it reports now, the emplo…
-
I think we'd need a little more information to go on. What is the nature of the embarassment? What type of position does the employee occupy, etc. Even though you are at-will, you need to consider the possibility of potential basis for suits, etc…
-
This doesn't seem like a 'very serious offense' by itself, so it doesn't seem to fit your policy for immediate discharge, BUT the supervisor has already been reprimanded for performance. Assuming you've already done some training with regard to dis…
-
I come down on the side of providing more information. How is the question or the answer a hypothetical??? The question is: "Would you rehire?" When an employee leaves our employ, I know the answer to that question, and it's a fact. I've dodged…