Hunter1
About
- Username
- Hunter1
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
What the heck is a tart burner? I thought a tart was something you bought at a bakery, or, possibly a young woman. Why would anyone want to burn either?
-
Well, Lara from CA, you started quite a discussion. What do you think, and why did you ask the question? Some of us hate doing papers for college courses. : )
-
Sam and Frank make excellent points. Why is it that an employee can come to work, have huge amounts spent on them on training, and be free to leave employment to 'better themselves' with training/experience provided by an employer, or even for a di…
-
Lara: This is the way I explain it to my wife who used to hold your views: She works for a small employer who has invested his talent and money to start and grow a business. As it happens, his wife works for another employer. Let's say that the …
-
[font size="1" color="#FF0000"]LAST EDITED ON 09-18-03 AT 03:10PM (CST)[/font][p]Linda: As you know, there could be a number of FLSA problems with this. I guess the way to deal with supervisors is to tell them that you'll 'adjust' their hours to z…
-
Ah, where's SAFETY when we need him? I believe he would say that you can do what you plan on doing. You need not provide prescription safety glasses, so you can make the rules about payment for them as long as they're reasonable. I'd have the emp…
-
Not only is it taxable, but if it's predictable, it probably has to be figured into the 'regular rate' for overtime calculation purposes.
-
Shadow: What was the person's basis for the claim? How did this get before a jury? Seems like there must be more to this situation than meets the eye.
-
Since when I fill out an I-9, I sign the statement: "I attest, under penalty of perjury, that I have examined the document(s) presented by the above-named employee, that the above-listed document(s) appear to be genuine ...", I believe that I AM un…
-
Don't know if other states are like this or not, but what really frosts me in WI is part-time employees: If we employ a part-timer, and we do this a lot, and the person gets laid off from their full time job, we pay a proportionate share of his/her…
-
Interesting discussion. Just this morning, we had an employee submit this resignation: "I ... will terminate my employment with the City on Sept 25th, or earlier if agreed on." Employee met with supervisor and they decided that immediate would be…
-
My experience has been that you can agree to almost anything you want outside the labor agreement as long as you do it with the union, not with the individual. It can be made non precedent setting. The ADA route might be the best possible, though …
-
I think it's a little extreme to black things out on the resume. The HR Dept certainly is part of the screening/hiring process, and they've already viewed the information. Leave it on and deal with it. Are you going to start redacting names that …
-
One thing you might incorporate is a rule that we use. Our supervisors are allowed to "suspend, pending investigation". It doesn't matter how serious the violation is, they don't get to fire on the spot. If they have a serious violation during th…
-
From a practical standpoint, cthr expressed the point best early on in this thread. If you are not required to have an AAP, do not do it under any circumstances! In order for a voluntary AAP to be upheld by the courts, you basically have to convic…
-
I don't believe it would make any difference if you have them clock out. They're on the payroll, and need to be since they are doing 'work' for you, so clocking out won't make any difference.
-
Wow, Ray, what are you manufacturing? Helium filled balloons? No safety shoe requirement? No heavy pallets?
-
Don said it during his post, but it's buried in there somewhere: You have a policy against reporting for work under the influence. If the employee shows signs of being under the influence, have two (if possible) trained supervisors observe her and…
-
Ask them whatever you want, then throw out the answers and do a thorough background investigation by someone you trust and hire based on the background. I've found that there are few managers in police work; I don't think it attracts managers, just…
-
We also pay for the remainder of the day of the injury, but it is by company policy, not law. Check your state WC law, but you probably don't have to pay. We also allow employees to use sick time for the three day waiting period in WI, but not unt…
-
Did you see "About Schmidt"? For those of you who have, maybe you can appreciate why employees 'miss'. My first reaction was: "Idiot, you're going to have to clean it up." No, my first reaction was to laugh!
-
We're a public sector employer with labor agreements, and have bumping rights, but with a possibly unique twist: an employee who bumps a less senior employee has 10 days to prove he/she can do the job (determination made at the sole discretion of t…
-
Wow! Neat calculator. Thanks
-
In Wisconsin, the benefit is basically 50% of pay, to a maximum benefit of $329/wk. The reasons employers fight UC are: 1) The employee doesn't deserve it - terminated for misconduct, etc, or, 2) The employer's tax rate for UC is based on experie…
-
Boy, everyone is serious this morning! I thought by now someone would make a job offer.
-
Kind of a convoluted question: Is this vacation time that she had coming? Is this additional time that you granted her with stipulations attached? At any rate, if she agreed to see the doctor as a condition of receiving the pay or time off at thi…
-
Some of the information you need may be on your employees' health ins applications. Many of them ask about other insurance, dependents, other coverage, etc. Let me play devil's advocate for a minute: (Let's forget about section 125, waiting perio…
-
I believe that since you 'describe the behavior below' it is specific enough. The ee is on notice of the behavior and potential consequences and has a chance to respond. Keep your waders on, the fun has just started!
-
Yes, 250 employees. If I had time, I'd look into the laws on false advertising or 'bait and switch' with regard to this posting : )
-
Linda: Maybe this is a Wisconsin phenomenon. I have an employee who has had heart bypass surgery and 5 or 6 stent placements, and his doctor has limited him to a max of 9 hours/day. He does very physical work. We've been living with that restri…