LarryC
About
- Username
- LarryC
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
I tried this once and the dinner interview turned out to be a flaming disaster. The interviewee snorted throughout dinner, sneezed a martini right out of his glass into his face and returned from the restroom with his shirt tail protruding from his …
-
You guys are really bent on bringing me down, aren't you? I don't do porn sites anymore. I learned my lesson, did my time, and report to my parole officer weekly. But I have to admit, it's still hard to get everybody to forget the skylite incident, …
-
Thanks for clarifying, Stephen. Not that I'm above doing something like that, but I don't because my young wife gives me more than I can handle.
-
Stephen, are you taking a shot at me?!?
-
Are all these people in the same union? If so, I would get the union steward involved. Sometimes these stewards get by way too easily. Make him/her earn his/her keep and shoulder some responsibility for the situation here. Hopefully you have a decen…
-
When asked, offer available assistance. Otherwise focus on the behavior (attendance in this case) not what's causing it. This approach will also keep you out of trouble with the ADA.
-
Here in Minnesota, it is illegal to discriminate against users of legal products and in Wisconsin they are a protected class. This stems from a successful lawsuit brought by an employee terminated because he drove a Honda Goldwing. He was fired by t…
-
Well Sandra, this is a pretty timely post for me because it just happened to us on Friday. We sent an applicant for a pre-employment drug screen. He couldn't produce so they brought him water at a rate of 8 oz. / half hour for three hours. If you gi…
-
Hi Mike, Along with the fume problem, you have a major safety issue if you are allowing your workers to load or unload a truck that is "running", even if it is chocked properly. If your shipping manager isn't worried about this, then I would say th…
-
The nice thing about a slow moving government is that it is easy to keep up.
-
In March the DOL will be offering up some siignificant(their word) proposed revisions to the FMLA. Before you finalize your handbook, you may want to see what they will be revealing, although from "proposed" to "final" can sure take awhile. Just a t…
-
At the last several Midwest Worksite Health Promotion Conferences I've attended, I've learned that there are companies that use the absenteeism metric as one of the measures of the success of their health and wellness programs. It requires somewhat …
-
Seeker, let us know if any of your current employees respond to the ad.
-
Hunter1, the reason it is a hypothetical question is because at some point in the future when you would consider rehiring this person, his/her employment, educational, and criminal backgrounds may have changed. You, of course, don't know that nor do…
-
[font size="1" color="#FF0000"]LAST EDITED ON 02-17-05 AT 10:38AM (CST)[/font][br][br]I agree with Whatever. It's a hypothetical question which can only be answered with a hypothetical answer, which is NOT fact. I especially don't answer these types…
-
Being discharged for championing discrimination claims, especially when in a position to formally do so, has, indeed, been found actionable.
-
sohappytobe, if I were you I would stay put and here's why. You are obviously someone the CNA's and others, I assume, feel comfortable in bringing their issues to. If you quit, who will help them? Sorry, sohappytobe, you have one more fight to finis…
-
I do about the same as you, Marc. Orientation at the start and then a follow-up 6 weeks later. This, of course, is in addition to the supervisor's orientation which is specific to that department and the OJT.
-
Ethel, We have that question on our application. I explain to the applicants who answer "yes" to that question that I consider three things about the felony: 1. How long ago was it? 2. What was the nature of the felony? (Here they have to give me t…
-
I don't see that anywhere in the regs, but just out of courtesy and CYA, I would do it.
-
If your carrier does not offer coverage there, then you do not need to offer COBRA. Region-specific benefits are covered in 54.4980B-5, Q&A #4, part C. To quote, "the employer....is not required to make any other coverage available to the reloca…
-
I don't think it does, Marc. I used to work in the mines in Upper Michigan where everybody chewed. Chew has no more capability to mask the presense of alcohol than does cigarette smoking. Run him in for testing.
-
First of all, I take great exception to your GM's assumption that "younger" equals "more energetic". He is flat out wrong. I will leave it at that for now, before I REALLY lose my temper and type something that I'll be sorry for. Now, as to how to …
-
The way Beagle describes it is the way I've done it in the two lawsuits I was involved in. The insurance company has the final say in the end, so get them involved right away. You'll end up working in a three way partnership (insurance company, law …
-
Now that you have learned of a workplace accident you can fill out a "First Report of Injury" to be submitted to your work comp carrier. Then tell the employee to report to the clinic to have his leg "checked out." At the same time, have him drug te…
-
Hi, Marian. Mind if I tag along on your post? I posted a similar request in the "Benefits" catagory, but you might get more traffic here. I too am lookng for software or a form to use to create these things.
-
Hi, Ray. Nice mess you have. Boy, just from what you have written here, I would say you have reasonable cause to drug test him at the very least. In light of what he was arrested for, you could suspend him with pay until the matter is resolved. And,…
-
We pay for the physical and the time since we require our drivers to be DOT certified. We, as a business, are also required to keep "Driver Qualification Files"(DQF's) on all our drivers. Part of the DQF must be the DOT physical paperwork.
-
Here in Minnesota, The Land of 10,000 Losers Who Never Won the Big One, (Stassen, Mondale, Humphrey, and the Vikings, among others) employees are allowed a "reasonable" amount of paid time off in the morning of election day in order to vote.
-
We follow the "rule of thumb" of Saturday holidays are observed on Friday and Sunday holidays (except Easter) are observed on Monday.