LeeR
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- LeeR
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Comments
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we have a phone system the ee calls into when the arrive at the clients home this clocks the ee in then the ee calls when they leave and the system clocks them out. they are paid every two weeks based on the phone system. at the end of the month the…
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we pre-employment test using an on-site test. costs less than $4 and results in a few minutes. On the 1 in 50 that are positive we do a second test (immediately) at a local hospital. Saves us alot of money.
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I am the only male in my building so we have a shared restroom. After several disgusting discoveries of used fem hygiene products I ordered a trash can with a lid. Now they just leave them on the lid, unwrapped. These are supposed to be professional…
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We have step scales. We allow one step increase for each year of outside experience up to step 7. If you are on step 8 of the pay scale and we adjust the pay scale you go to step 8 on the new pay scale.
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My undergrad degree is in Justice so I worked as a Probation Officer in Alaska, Virginia and Kansas also as an insitutional counselor in Alaska and Mississippi. Sold bras door to door, worked in a steel mill, printed patterns for McCalls and newspap…
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I would let the ee know that he is welcome to follow his dental routine but the appropriate place for this is the restroom and only in the restroom.
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we give a certificate on years 1,3,5,7,9, 10 and annually thereafter. Exempt, non-exempt get the same certificate.
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we pay out all accrued vacation regardless of the reason for termination but do not pay out any sick time upon termination. this is corporate policy not based upon state law that I am aware of.
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I have been through 5 of these EEOC claims. They will send you a notification letter informing you of the claim, instructing you on what material to include with your response and when the material is due. If the ee has informed them that he/she is …
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we have approximately 15 facilities acroos the country and several right here in MS. was curious if it might be better to conduct training at one location instead of 20.
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not to mention if the bottom is sand, mud or clay
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There are lots of times when the mess usually attributed to bad aim, is actually caused by splash. Ladies think if you were sitting another 2-3 feet higher. Would there be some splash?
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i worked at a home health agency once and was the only male in the place. we were scheduled to move to another building and the new building would only have one bathroom. I raised the issue of bathrooms per staff, they handled it very well. I went o…
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I think the question here is post-offer, pre-employment. Once the ee begins work it is no longer pre-employment and now you have violated your own policy.
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I had a female applicant earlier this week that smelled so bad it took over an hour of burniing candles for the smell in my office to return to anything near normal.
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Just curious are these restrictions merely preferences stated by the employee or are they based on?
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Join thr payroll person and hit the road. This company is only going to make your life a wreck. Not worth the problems.
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I agrre with Don on this. The supervisors are responsible for maintaining safety and keeping the staff in line. Lokks to me like they have failed all the way around. I would first fix all the safety issues. Hire two new supervisors and train the sta…
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be direct. tell her the proper pecking order and require her to obtain your approval for meetings.
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I am suprised he hasn't been thumped back to say the least. Not only is his behavior assualtive what would we call it if he thumped a female on her breast? Drop kick this clown through the goal post of life.
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Some states require cooks/servers etc to have a food handlers certificate that requires the employee be free of any communicable disease. I don't know if thats the case in your state.
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It may well be worth the price of unemployment to keep this person out of the picture. I would really question how much damage he could do to employee morale etc if allowed to stay two more weeks.
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I agree with everyone else. Put her back on the clock. Lay down the law over job duties. Make her take a lunch break. And friend from across the hall needs to spend chat time on their time not yours.
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I would treat her the same as any other employee with an attedance issue. The FMLA shouldn't have any impact on other disciplinary problems.
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In this situation it looks as though they can cut her pay. She has to be given the option of accepting the pay cut or not. I also agree with Maragret. Not a good employer to work for. I would look elsewhere.
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I would find out first if the higher bills are due to personal calls or are these two employees spending more time per cutomer call than other employees. If it is personal calls and thats the only issue I would call these two in and tell them to eit…
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I agree we have a right to set the hours of work. That being said I think the supervisor should have just announced the time change without trying to be so diplomatic. Asking everyone's opinion only gave the ee in question the feeling that he could …
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The purpose of providing sick days is to alow the employee to use them. To take any kind of punitive action for use of a company benefit seems counter-productive. I do agree with taking action if the employee abuses the benefit.
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Iwouldn't bother with it. I have learned during many appeal hearings that ee generally will not hesitate to lie if they think it will further their cause. Expect it and move on.
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Have to agree with Don. Public records mean just that. No release required.