LarryC
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I like to see a total turnover of about 15% and a quit turnover under 5%. Our local Employer's Association survey shows an average of 22% and 10%.
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Here's what works for me. I go to THEM. Everyday I walk the floor at least 3 times and probably more if someone has "something for me". Like you, I make the employee's request, issue, or problem my #1 priority. It puts their mind at ease so they can…
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I agree.
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Diane, from what I know of you from your Forum input, I would say you are pretty well equipped to handle these situations. If a third one comes up, you'll handle that one too. I got confidence and faith in you. You go, girl.
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I would go with 10/31/05. The incident happened on 10/31/05 which eventually resulted in lost time. This is literally what you say you are "attempting to report to the employees"; that is, how many days since the incident. I better stop here before…
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Here in the Land of 10,000 Ways to Get Paid for Not Working, all the PTO time would be payable unless the employer documents what part of the PTO bank is "vacation" and what part is "sick time", if I'm interpreting Brown vs. Tonka correctly. But if …
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Stephen, I see your point, but instead of baby steps, I kinda prefer someone ripping the bandaid off me rather than peeling it off. Plus I DO see a problem in #1. They have 6-7 "high rollers" out of 59 employees. That's a problem.
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It's usually designated in your plan document. For us, we carry the termed employee's insurance to the end of the month. The COBRA start date would be the 1st of the following month, should they so choose. Why anybody chooses COBRA is beyond me.
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I am on the side of changing the policy retroactive to including this employee's situation. Since you already recognize the partner in your policy, it shouldn't be much of a reach to include the partner's parents. Being in HR, the fear that we hav…
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Questions for those who recognize partners: Do you consider "SO's" to be partners? How do you determine if it's a partner or a live-in friend, or just a couple month fling? Just curious.
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[font size="1" color="#FF0000"]LAST EDITED ON 07-26-06 AT 05:07AM (CST)[/font][br][br]I like to go with MSM, 58, seeking SSF, 25.
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Brother Bluto, that must either be a local law or a state law. Here in the Land of 10,000 Parolees Mostly from Iowa and Wisconsin, a company cannot get a restraining order. It has to be an individual who can establish the threat. I just went through…
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If she wants to sue you, she is going to no matter what you do or how you do it. Your best protection is documentation and keep race out of the discussion, even if she brings it up. Keep your documentation focused on the performance.
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No, not everyone gets tapped to drive for us. I only track the ones that I know will be driving for us., whether it be personal vehicle, company vehicle, or any motorized vehicle in the plant.
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I ask for it on our "Disclosure and Release of Motor Vehicle Information Authorization" form when I run the driver's MVR report. This is done during orientation. Our application asks questions about the applicant's driving record also. Don't forge…
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Brother Bluto, I was in a similar situation about four years ago and here's what worked for me: The questions of why you are looking for another job and why you are leaving that company in particular are invariably going to come up. Also being an a…
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Very well done, Alicia. That's what this forum is all about; taking in differing points of view and advice and applying it to our own situation and our own existing dynamics.
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[font size="1" color="#FF0000"]LAST EDITED ON 07-17-06 AT 11:26AM (CST)[/font][br][br]The employee is not only NOT trying to hide his drug use, he is advertising and flaunting it world wide. I agree with WT and would consider it reasonable suspicion…
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WT is right, the regs say it is similar but not identical to COBRA. Preceding sections of the regs say that the employee should be afforded the same favorablt treatment as other employees on nonmilitary leaves, which then brings COBRA into play. T…
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It is COBRA. Most insurances won't cover someone on active military duty, but he and his dependents would still have the right to continue through COBRA should they choose.
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Here is the Land of 10,000 Laws Referring to Personnel Records, we must allow employees access to their files. I won't bore you with the details about how often we have to allow access, how the employee asks for permission, how long after the reques…
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From an applicant's point of view, I would not be inclined to jump at a fake job ad. But if you were to word it as honestly as you could about setting up for the future and are selecting some resumes for future considerations you may have success. T…
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Even if it's to say, "I don't know yet."
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There are ALWAYS two sides to the issue. (Or was it 10,000?) Get back to people, especially employees, in a very timely manner. No matter what.
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Pork, I wish you a speedy recovery. I'm still going through mine and doing great. I hope your's goes as well. God bless.
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HRGirl, if you are indeed tired of the SAVE commentary, skip it and go to another thread. I, for one, enjoy Pork's commentary and look forward to more from Pork and Jan.
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Asking about hobbies or interests are innocent enough, but for what purpose?