Hunter1
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Quite a post! Do all the (I)'s mean that the 'leaving employee' is the poster? What it sounds like from the post is that the employee gave too much notice, the company hired a replacement possibly too soon, and there's not enough work for both emp…
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Do you want him back after this kind of behavior? Is there any reason why you have to maintain his employment status? Is he in a probationary (or whatever you call it) period? I see no reason why you couldn't ask for a second opinion, but you mig…
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In answer to the question that I think you posed: If this is not a purely discretionary bonus, like a Christmas bonus, I believe it has to be included in their 'regular' rate for OT calculation purposes.
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This has turned into an interesting thread. I have told people for years that I get paid to discriminate, and I truely believe that we all do. I discriminate on a daily basis: I try to hire those people who will do a good job for my employer, and…
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This is a tough situation, but usually your Summary Plan Description would have an "eligibility for coverage" or similar section. Normally, it would not say that parents are eligible for coverage regardless of their situation, and they just aren't …
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We're a local government and tie our expense policy directly to the state policy, that way we don't have to worry about the amounts getting out of date. At least in Wisconsin, the state policy is available on line, and it's pretty conservative. (A…
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Linda: Exempt basically means that these classes of employees are 'exempt' from coverage of certain provisions of the Fair Labor Standards Act, most notably, exempt from the requirement of paying overtime for hour worked over 40 in a workweek. The…
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WITracy: Go to [url]www.legis.state.wi.us/../rsb/stats.html[/url] and type in 103.13 which will take you to the statute concerning personnel records. The short answer is: yes, the former employee has a right to see their file (some exceptions) wit…
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I don't know about Washington State, but since there's generally no law requiring vacation, the employer gets to set the rules. If you allow any carry-over, it's a generous policy. We do not allow any.
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Do you have a violence in the workplace policy? If so, what does it say? Was the employee who waved the knife the same one who made the threats? Did co-workers feel threatened, or did the employee just happen to have a knife in his hand when he w…
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Margaret: I agree with Leslie; unless you can tell us what other alternatives are going to be accepted as progressive discipline by courts and hearing examiners, you're going to lose every case that's brought without going through the suspension st…
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Congratulations, Don! I'm trying to figure out the propriety of this though: Two weeks notice to your employer and only a week to your "Forum friends". Isn't there some kind of penalty clause? Loss of payout, or loss of number of posts? Is there …
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Well, I can see why the applicant might want you to retain that option, but I certainly wouldn't keep it on the application. What's a background check if you're precluded from checking the applicant's background?
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What can I say? We're all desperate. But, just think, we'll all owe you. Fax: 262-306-3107 or email: [email]wbhr@ci.west-bend.wi.us[/email] Thanks!
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Hope you're not going there as a patient! Some plans that I've seen grant additional PTO (How's that, reward employees with time off for not taking time off??), or, if you have a sick leave plan, some payout of sick leave for regular attendance. …
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Don: Where do you suppose us incompetent 'locals' are going to get good information in order to employ qualified, quality individuals as police officers if all former employers are going to clam up and give us just name, rank, and serial number? D…
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Maybe it's just that I haven't been burned yet, but I would encourage supervisors to transport an injured employee if the injury didn't require medical transport. It certainly seems to me that this is the beginning of our concern for our injured em…
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You certainly haven't indicated anything in your post which would implicate any 'rights'. Sounds like you should polish up the ol' resume.
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There may actually be some regulations which would apply to your situation. You may want to look into your state building code, it may have an air exchange requirement for commercial buildings. At least you may get some fresh air, even if it's hot…
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We're a public sector organization and do post salary ranges. It gives employees more information concerning the position they may be interested in. What makes public sector different (one of the things) is that ALL of our salary information is pu…
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Legally, no I don't think so, but your policy should state that the employee's insurance will be the first to respond if there is such an occurrence. If you're paying mileage, that payment is for the cost of operating a vehicle, and that includes i…
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I don't believe that one case sets a precedent that you have to follow. The Office Manager probably shouldn't be making job offers, just to keep things like this from happening. Like all compensation, you need to decide what you need to offer to …
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First of all, I'd say 'congratulations' on your audit. If that's all they found, I'd say you're running a pretty good shop. This may be too late, but is there a chance that your state recognizes something like a professional engineer designation b…
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Gillian's post reminded me of a strange decision I got in a work comp case a few years back: Employee injured his knee and applied for short term disability benefits, describing how the injury happened at home. Dr agreed, employee drew STD. Later…
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"Tending to her plumbing"???? Does this belong in the humor section? What insight, maybe your best yet, Don.
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The answers you get will say: Policy, Policy, Policy. And, that's where you have to start. Suggestion for the next time if there is one: Before you do your next training, give him a direct order to participate reasonably in the session and refer…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-22-03 AT 01:20PM (CST)[/font][p]We have the same policy, and I see no responsibility to those applicants who submit resumes, etc. unsolicited. We do send applications to those applicants who send us …
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Gillian is right, you're paying them, you decide what the day's work consists of. And, you don't need to be sorry about this, we all wonder about writing a policy about every little thing!
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I don't think I'm qualified to comment on your mental state, but I certainly agree with your position. I have two full time and one part time employees who report to me, and if they had to be careful about stepping on my toes (turf) every time they…
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Don't know that I have a good answer to your question, but I'd quit telling people they were 'strong applicants' for the position. Just thank them for their efforts, and wish them well. Otherwise, when you get a charge, they're going to hold your …