Hunter1
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WOW! The joys of being in a non-union environment! Many employers would be in the position of having to pay overtime if they switched hours away from the employees' 'regular' hours.
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We used direct deposit as the excuse to end all early checks. We even used to provide checks early if the employee was going to be on vacation on pay week. Boy, was that a hassle, but direct deposit removed the employees' excuses for needing check…
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Self funded public sector employer; PPO (VERY small co-pays and deductibles) And, we're in the Milwaukee metro area which has about 50% higher costs than other midwest major metro areas. S/$383.88, F/$919.12/mo Approximate 11% increase this year
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Say, DJ, that's a new term for me. What's a 'merit shop', and why must you hire from referrals? There's some old case law about referrals from current employees and how it can result in discriminatory hiring. How does your referral process work?
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[font size="1" color="#FF0000"]LAST EDITED ON 06-25-03 AT 08:54AM (CST)[/font][p]Deez: I agree, you should seek some advice, particularly with regard to the organizing attempt, but having a union is not the end of the world. I've belonged to three…
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A humorous (?) twist to posting in the lunchroom: We had a local employer put their posters on the door in the lunch room, however, as it turned out, they were on the back side of the door, which was against the wall when anyone entered the room. …
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We actually do have a policy to cover situations like this, but with two conditions which may make in inapplicable to your situation: The position the person is filling has to be a higher graded position in our class and comp system, and the 'tempo…
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This topic has been covered before. You might find other answers by using the search feature. The driver's insurance is generally primary, although many employees don't realize that. Rather than you having to get insurance on employee vehicles, y…
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We also send our employees alone except for reasonable suspicion. They're told shortly before the appointment, and are expected to be on time for the appointment. We also pay for the time spent.
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Tell him "No" ......Unless you have a state statute controlling the use and payout of vacation time, or you have a practice of paying out vacation. Since vacation is generally not required, you get to set the rules.
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You wouldn't generally be required to provide benefits like vacation. The easiest way to calculate vacation benefits IF you wish to provide them might be to make the pay a percentage of his/her annual earnings and let the employee control the actua…
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I agree with Don about the need for your inclusion in this meeting of 'upper management'. You need to be the clearinghouse concerning discipline so that it is consistent across your organization. I have a rule in my shop that no one disciplines an…
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Don: Your sense of humor always touches me: Wouldn't want the employee to lose their trampoline. How much more of an exposure could the employee have??? They should worry about their 3 wheel ATV also. I don't know about your neighborhood, but u…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-23-03 AT 09:41AM (CST)[/font][p]In addition to the things you've mentioned, my main concern would be for safety: guards which meet OSHA requirements, extension cords, trip hazards, etc. I know it's …
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If I understand your question: Our rule is very straightforward and simple, employees must use all paid time available to them before they can use unpaid time. (In WI, we have to be careful because it is the employee's choice of substituting paid …
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The question is: Why do you post it? The employee is either certified by the physician or not, and you must receive that report, correct?
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Wrongful termination is generally a termination that violates some specific law, administrative rule, or the consititution. Depending on your state, there might be some requirement to terminate 'for cause', but, generally, in 'at will' employment, …
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Sounds like your business office is the problem, not your understanding of comp time. If she is a non-exempt employee (public sector), she gets to accrue comp time at the rate of time and one-half for hours she works beyond 40 per week, (if you hav…
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Kudos to you, Rockie. I am one of those 'white haired old men' who will some day forget to put my pants on before going out on the porch (luckily, one of my requirements for a house is that you can't be able to see the neighbors from the back yard …
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An interesting question, and quite a difference of opinions. We have five labor agreements, soon to be six, (don't ask; public sector) and each of them says "up to three days in order to attend the funeral". By the way, it's referred to as bereave…
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We had a labor agreement when I came to my present employer (years ago) which allowed unlimited sick leave accrual and pay-out at final rate when an employee retired! One of the first things I did was to negotiate the pay-out out of the agreement, …
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OK devil's advocate, here's my take on your question: It's not a question of law; there's not a law that would force you to allow a recorder, so you get to set the rules. As other posters have said, are you going to allow the sister or mother int…
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Be a little careful about denying any employee their choice of representative in an investigatory meeting which might result in discipline. The NLRB thinks that even non-union employees have Weingarten rights, that is, their right to 'representatio…
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I agree with Don. It's your meeting, you get to set the conditions, including no tape recording. However, with today's technology, you should conduct meetings as though they were being recorded, because they may very well be, unbeknownst to you. …
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Might not be of too much help, but if you have a compensation system with grades or salary levels, you might allow some discretion above a certain salary or grade level while keeping benefits consistent for other levels.
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Since the union president's attendance is so bad that one more absence will result in his termination, I would say that you will be better off in the long run to replace him with an employee who comes to work on a regular basis. Also since you're …
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Agree with Parabeagle - no advances for any reason. I haven't had to deal with even a request for years.
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Well, since I started the replies to this post, I almost feel compelled to make an attempt to wrap it up. What an interesting thread it turned out to be! After several posts, I think we all have a better understanding of the situation. It now sou…