LarryC
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There is a way and you can call it misconduct that disrupts the cooperative, harmonious teamwork environment your company strives to promote.
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s moll, I think we agree here. I am a firm believer in not having terminations come as a surprise. But, when they happen it is still a shock. I use the word "shock" to describe "stunned by the sudden reality". Kinda like someone dying a slow death a…
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We had an employee who, during his tenure with us, was acquitted of murdering his wife. He always had this crazed look locked on his face and,with a sinister laugh, joked that, "They never checked my freezer!" Before we terminated him we hired a sec…
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Lenetta, thanks for the e-mail. I'm working on answers to all the questions you asked me. I'll be in touch. Regarding your president, how about asking him, "When people ask me why I need to know this information, what would be an honest answer I ca…
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I'll apologize only if the payroll administrator is a lady. Otherwise I'll assume the payroll administrator is affectionally preferenced and send Anna my condolences.
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Anna, according to the FLSA, the waiting time you describe would be considered a "preliminary activity" and need not be compensated. They even give an example of an employee coming in early and waiting to start work as being a "preliminary activity"…
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Lynne, I've talked to people who have "come of age" and they tell me that they are getting SS benefits with no restriction on their earnings. I'll be looking forward to other responses here because I'm just going on what these people have told me.
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With everyone belonging to a protected class now, one could argue that it has now become impossible to discriminate.
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[font size="1" color="#FF0000"]LAST EDITED ON 09-30-04 AT 03:24PM (CST)[/font][br][br]Actually Shadowfax, MY preferred word would be "infectional". However, the word shows up as "affectional". AND GET THIS!! In Minneapolis the minimun age for dis…
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Since there are no real guidelines to go by here in Minneapolis, you very well just might be "protected" here, Don. I'll bet that's a comforting thought.
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Thank you, Crout. See Shadowfax? I wasn't kidding.
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Actually it's only in the city of Minneapolis....so far. What really intrigues me is that a new protected class has been established with no real definition, qualifications or degree. It's like it's a parody which, to me, makes it a slap in the face…
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And I would have to assume that they would all qualify.
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Rad, probably all of the above. I don't know. Dasher, I know as much about it as you do. There is no mention of to what degree or anything. All that is said is that this class will include those who don't follow the stereotype for their own gender…
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Raises should be given on the basis of merit, not need.
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Unless the hostility turns physical, courts have said that being boorish and mean is, unfortunately, not illegal.
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Here in the Land of 10,000 Child Support Agencies, it is mandatorily run through such an agency......thereby keeping the MN bureaucracy in fine form.....after form after form after form to fill out.
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HRCalico, you should see the Puck NOW. He looks like Cartman. He doesn't miss many meals.
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Here in Minnesota, the Land of 10,000 ways to Complicate a Simple Employment Law, there is a distinction between support garnishments and "other than support" garnishments. We cannot discharge or discipline an employee or refuse to hire an applicant…
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Ditto. There's your stopper.
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Elle, you will probably want more input than I'm going to give you, because I don't believe in counter offers. Feeling that way, I would advise your friend to inform his current employer that there will be no offer letter because his decision to mov…
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dchr, I've done it this way also. Most of the time there is no written response that follows. Sometimes I get one and that's fine. It becomes part of their file...along with the disciplinary action.
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Accrued vacation time will affect your income statement and your balance sheet as an expense and a liability. The IRS will not allow you expense out (deduct) more than 2.5 weeks per employee in a yearly carry over. Is this kinda what your looking …
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Thank you, all for your responses. Your overall concensus seemed to be to notify the 14 first, which is what we will be doing. Don, your suggestion to write a letter explaining all the details of separation is an excellent one and one that I do wit…
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Good point, Lee, but I would leave it to the employee's responsibility to provide medical reasons, if they exist. Marc, I once sprayed Right Guard on a dog of ours long ago that had rolled in fish guts. It created a brand new odor that was enough …
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I would tell the customer that the employees' background checks are confidential, as are the rest of the contents of the employees' personnel files.
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First of all, I assume you mean that your stop loss is 15K. Second, if she qualifies as a dependant, there is a qualifying event, and she wants to enroll, I don't know of any way of keeping her off the insurance that would not run afoul of ERISA.
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I went to the site was able to access the price list right off the home page. You can even get a free demo.
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I also subscribe to BLR Business & Legal Reports and find it very valuable. It's my #1 resource. GO BLUE!
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We have an excellent inside sales rep who, in her previous life, was a pole dancer. She is very well liked and respected by customers and coworkers. She is a very valuable asset to our company. Her previous occupation is a total non-issue for a coup…