LFernandes
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I haven't thought of that. I have walked out and told him that I was going to a meeting. I'll have to try that one.
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As per policy, we can only deduct money from an employee's check if they sign a pay deduction authorization form. I sent him the form and he refused to sign it. I guess I will need to take that up with Sr. Management to see how they want to handle…
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Is this a touchy subject for you Pork? You're yelling! Lfernandes
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Do you get a notice and questionnaire that she's filed for benefits? We do in NY. I've actually had something similar happen to me and sent back the questionnaire with a letter explaining the situation. I actually received a call from the UI offi…
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Now see I like Bob Marley or a little Reggae when I'm trying to mellow out or Rage Against the Machine or some good old '80's Metal when I'm especially ticked off. 8-} LFernandes
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I understand completely how you feel. We are a 2 person office with me handling 100% of the day to day activities, as well as payroll and benefits, employee relations, recruiting, yada, yada, yada. It got so bad once that I dumped everything that …
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Call the Joint Reporting Committee. They should be able to help you. EEO-1 Joint Reporting Committee P.O. Box 19100 Washington, D.C. 20036-9100 Phone (toll-free): 1-866-286-6440 TTY: 202-663-7184 (available soon) Fax: 202-663-7185
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It must be a sign of old age x0:) (I don't admit to being a year older than 29!! and haven't for YEARS!) LFernandes
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Without knowing all the details, I would say that it sounds like retaliation. Retaliation can take many forms for example, job transfers, poor performance evaluations, verbal abuse, demotions, or withdrawing benefits. To prove retaliation, the ee…
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I had something similar happen with an EE. The soon to be ex was calling the EE every 5 minutes and when she refused to take his call, he started calling everyone in the company including my CEO. There was also a threat of violence so we went into…
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Below is the paragraph from the CFR and a link that talks about deductions from pay for an exempt level employee. (5) Penalties imposed in good faith for infractions of safety rules of major significance will not affect the employee's salaried s…
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ditto - go with your policy.
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I don't know about WV law but in CT and NY, employees have the right to view their personnel files. The files are company property so the EE can either come to your office to view the file in the presence of an HR rep or you can make a copy of her …
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Call the Department of Labor - they may have a booklet that they can send to you. Puerto Rico Resident Office U.S. Department of Labor, OLMS San Patricio Office Center Suite 404 7 Tabanuco St. Guaynabo, PR 00968 Telephone number: 787-277-1547 Fax …
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I used to get tons of calls when we had our assembly lines but I put in an HR Hotline number. It was a regular extension but the outgoing voice mail message informed applicants of what positions were open, where to get applications and what number …
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I agree with Linda. I also address the envelopes to John Doe (EE) and Spouse and Jane Doe and Family. Also, the new proposed COBRA regs just came out in the Federal Register on May 28, 2003. I know that there are new notice requirements should th…
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I agreed give her FMLA paperwork - ASAP (don't wait until the next occurance), have her doctor provide you with a Medical Certification and let her know the circumstances if she fails to provide it to you. If the paperwork comes back incomplete pro…
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Thanks for the tongue twister Don! x:-8 We actually have the requsition process in place whereby the hiring manager has to have all the signatures before we start to recruit. Once the candidate has been selected and approved, I discuss it with my…
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Thanks! - my email address is [email]Laura.Fernandes@collabo.com[/email]
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This may or may not help...[Taken from the DOLS Model Notice of EE's rights] "When the Plan Administrator is notified that one of these events has happened [Qualifying Event], the Plan Administrator will, in turn, notify you that you have the right…
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I agree - let the insurance company go after him. Just make sure that you send out a COBRA notice!! LFernandes
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In New York employers are required to pay hourly employees $40 for the first three days of jury duty. If it's longer than three days, they are paid by the court system. LFernandes
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Ray A, I would be interested in learning more about your plan. We are a mid-size manufacturing company. I've developed an performance evaluation process which has had some success in squashing the favoritism. Each employee is given (or should b…
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We adopted the DOT Drug and Alcohol policy but we equally enforce it company wide. If an office EE (or anyone for that matter not just a driver) goes to lunch and comes back to work showing signs of alcohol or drug use, they are immediately taken f…
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We had a mandatory shut down in our manufacturing facility for machine maintenance and required the use of vacation time (it also helped get some vacation time off the books). Employee's were not allowed to use personal or sick time for the shut-do…
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I agree - write a policy, have all employees sign that they have been notified of the new policy and what the consequences are if it's violated and stick to it. Case by case is not a good idea. Just my thoughts and opinion! LFernandes
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Any update on the situation?? LFernandes
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Thanks - you too. LFernandes
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At this point - terminate her. I hope you weren't sending her home with pay. Good luck and don't worry about it over the weekend. Monday will come soon enough. LFernandes
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I guess I had the rare instance where we actually got along with our Union Rep. It probably helped that he used to work for the company. In any event, I wouldn't back down on my discipline. Just have your ducks in a row when they come busting i…