Janet

Comments

• We're a manufacturing company in southwestern Indiana, and allow 36.5 cents per mile. Amazing, since our company is notorious for shafting employees. . .

  in Reimbursement for Travel Comment by Janet August 2002
• We are a manufacturing facility with a rule of no open-toed shoes in the plant. We've not had a problem with this. We do have some office personnel who wear open-toed shoes, but they typically don't go into the plant.

  in Dress Code - your feedback please... Comment by Janet August 2002
• I'd certainly speak up now and review the rules. It's a small problem now, but believe me, it will get huge if you don't deal with it right away! We have similar problems with some supervisors wanting to be nice guys. The end result is that other…

  in Exempt ee taking advantage of status Comment by Janet July 2002
• 1. 5 years exclusively; 2 years as "other duties as assigned" 2. 2 companies 3. Fell into it, courtesy of experience at the "other duties as assigned" job!

  in HR Poll Comment by Janet July 2002
• You'll need more advice than just mine, but I don't believe you can force him to pay back the $8,000. Demoting him, I would think, is discretionary.

  in Need Advise ASAP - Discipline Issue Comment by Janet July 2002
• I agree with the discipline response. Just be sure you discipline consistently for EEs who abuse time in other ways; e.g., excessive smoke breaks, long lunches, etc.

  in Help me! What to do about too many personal calls Comment by Janet July 2002
• I've been on both sides of the acquisition equation. Most certainly, keep things positive, but don't make shallow promises. First and foremost, employees are concerned about their jobs, and preserving as much status quo as possible. Keep the comm…

  in Acquisition Transition Comment by Janet June 2002
• On especially hot days, we made Gatorade available. Also, I used to work for a place where someone would go around with Ice Pops every once in a while.

  in Summer-time warehouse conditions Comment by Janet June 2002
• Thanks, Mike, for your input. Unfortunately, our company is "Exhibit #1" when it comes to the right hand not knowing what the left hand is doing. Generally it falls to 2 of us in HR to enforce the rules, both legal and moral. So we appreciate you…

  in Withdrawal of Job Offer Comment by Janet May 2002
• I once worked for a company that had what I consider the best setup for personnel files. Each employee had a hanging file, and within that file were 5 differently colored folders--green for general info, blue for medical, red for benefits, etc. Al…

  in What do your personnel files look like? Comment by Janet March 2002
• We are a manufacturing company of about 400 EE's. There are 2 of us in HR and we report to the VP/Controller. This is by default--the HR Manager was downsized 5 years ago, and nobody else seems to want to deal with HR.

  in Who Does HR Report To? Comment by Janet February 2002
• I had a similar situation a few years ago. Someone at the Department of Labor told me that, if I find out that prior appointments are ultimately related to the medical problem (e.g., physician visits which lead up to surgery), then these visits can…

  in When does FMLA start?? Comment by Janet February 2002
• I'm trying to get info on the same thing. What if an employee is arrested for drug possession? What can or should the employer do? We do have a policy on a "drug free workplace", but don't do random drug screens.

  in employee arrests Comment by Janet April 2001
• Although we don't send flowers to employees' family members, we do send flowers to retirees who have died. The two best ways we've found is to 1) check the obits in the newspaper every day; and 2) rely on word of mouth. You may not catch every one, …

  in Company condolensces Comment by Janet May 2001