LFernandes
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[font size="1" color="#FF0000"]LAST EDITED ON 05-30-03 AT 09:02AM (CST)[/font][p]I'd consider her walk out as a quit but since there is a Union involved, things may get more complicated. You certainly shouldn't back down on your discpline of her es…
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I would start by talking to the employee. Did she receive an emergency phone call. Was she ill? Why did she leave without telling her supervisor? If you have a progressive discipline policy in place, start with step one and counsel the employee …
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Please let us know the outcome. I too, would be interested in knowing why they did it. LFernandes
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The reason I would call my attorney first is to find out what my liability was and where I stood legally. When unsure - it's always good to get advice first.
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Call your attorney...and good luck! LFernandes
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We require hair nets to be worn in our Manufacturing Facility. No loose hair can be sticking out of the hairnet. Both men and women are required to wear them - period. That may be one way to get her to tie her hair back.
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You can also try the Department of Labor's Occupational Title Dictionary [url]http://www.oalj.dol.gov/libdot.htm[/url] You can search in the alphabetical listing found at the bottom of the page. Some of them may be more generic in nature but at l…
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Also lookup this link: [url]http://www.hr-guide.com/[/url] They have over 2000 interview questions posted there. LFernandes
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Definately use this time to your advantage...Good luck! LFernandes
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If he makes it until the end of the day, I'd be surprised.
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Do NOT give him the complaints. He has no right to review them. If he wants to see them, he will need to go to court. They are considered confidential and you do not need to turn them over to him. I would place him on administrative leave until …
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[font size="1" color="#FF0000"]LAST EDITED ON 05-14-03 AT 06:51AM (CST)[/font][p]Linda, You may also want to conduct an internal investigation and get signed statements from the employees he's "reduced to tears" and any witnesses. I would also go …
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Under HIPPA it's only 30 days for a special enrollment. Your plan may have designated something different. LFernandes
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[font size="1" color="#FF0000"]LAST EDITED ON 04-15-03 AT 10:14AM (CST)[/font][p]Hi Everyone, Here is my email address: [email]Laura.Fernandes@collabo.com[/email] in case you're interested in the Performance Improvement Docs. Laura
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We also extend the Probationary Period however, the Manager and HR put together an agressive performance improvement plan which is then given to the employee when they are notified of the Extension. The Improvement plan lists the areas that need im…
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Has she given you a time frame of when she may return to work? You could always put her on a personal leave of absence (if you a policy for one) and apply any accrued vacation or personal time. If not, grant her an unpaid leave with an estimated r…
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I'm not trying to be difficult here but in your or original post you mentioned having a baby and surgury. Both of these would fall under the FMLA as well as an EE serious health condition. What is your elimination period for STD? Lfernandes
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Are you an employer covered under the FMLA? If so, the employee may be entitled to the Federal 12 weeks of FMLA (unpaid) leave. Keep in mind that some states (like California and Rhode Island) grant employees longer leave times. We run STD concur…
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I have all our exempt employees provide me with a monthly calendar that lists all their days off during the month. It's submitted with their signature and their supervisors signature on the last day of the month. This satisfies my recordkeeping re…
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Crout - why would you disagree with counseling? It doesn't mean that it would be paid time off. If the employee doesn't have paid time off available to them, make it unexcused/unpaid but HR should really talk to the employee about the proper use o…
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If the employee does not want to disclose the reason for his absence to his supervisor, counsel him and then ask him to call future absences in to HR. Explain to EE that he or she can speak to HR confidentially. He or she may be having difficultie…
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Hi Everyone, Thanks for all your input. We are granting EE#1 the day off since he asked first and scheduling EE#2 to work. The manager is also going to speak to them about working a 1/2 day each, that way they both can have time off on Good Frida…
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We have random drug screening. All new hires are subject to a pre-employment drug screen. Once hired, we have a third party administrator (Substance Abuse Management Inc.) administer the program so all we have to do is send EE's to a company selec…
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I agree - terminate as long as you've got everything documented. Let us know how everything turned out. LFernandes
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Our director's are on the same pay schedule for benefits as our regular employees. We don't differentiate when it comes to benefits. They just get more money than anyone else! $$$
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[font size="1" color="#FF0000"]LAST EDITED ON 04-01-03 AT 11:32AM (CST)[/font][p]Don - the BEST of luck to you with your new position. Please don't stop being a member of the Forum. You always made me smile with your wit and charm. Congratulation…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-11-03 AT 07:57AM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 04-11-03 AT 07:25 AM (CST)[/font] Here is the link to the chart in case anyone is interested in getting it on line. [url…
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We have employees that work under 5 hours. As a courtesy, we grant them a 15 minute break in the middle of their shift so they can have something to eat and relax for a few minutes. It is a paid break but we find it helps with morale and productiv…
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This is taken directly from the NYS Department of Labor MEAL PERIOD GUIDELINES Section 162 of the New York State Labor Law provides as follows: Time allowed for meals Every person employed in or in connection with a factory shall be allowed at l…
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Could I get that sample notice as well? [email]Laura.Fernandes@collabo.com[/email] Thanks!