LindaS
About
- Username
- LindaS
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
I do not agree that he should be terminated at this point. I think further investigation is needed to determine WHY he feels some of his current work load needs to be removed. I agree with Whirlwind that you need to first examine his workload in r…
-
Since his being disabled under your STD plan counts as an excusable absence he cannot be terminated BUT he has exhausted all FMLA job related protection as of the date that his 12 weeks of FMLA expire. In absence of some past practice to the contra…
-
I have seen this on a number of occasions and you need to have the INS card to go along with it before you can consider the person legal to work in the US. The INS card will have an expiration date on it and you need to make sure you get an updated…
-
Parabeagle - Do you have a job description for a Front Desk person? If so can you email it to me at [email]LindaS@Merrill-Mfg.com[/email] Thanks
-
Oh, Don - you'd be surprised how close they are.
-
S Moll - There are a couple of things, probably important things, that I missed in my initial post... 1) Their application does not ask if they had any convictions and, 2) The manager who interviewed this person "accidentally" threw away the ap…
-
I run into the same issue with our union on numerous occasions. Your best course of defense would be to ensure that you are handling issues consistently as they occur. Union representatives are notorious for dredging past issues EVEN IF you have a…
-
Why can't the money be placed in a locked drawer, or some other locked box? The switchboard operator could be the only one (or one of the only ones) that has a key and could be placed in a drawer. Once the money was given to her it would be placed…
-
Agree with SMace. Take a look at what you have granted to EEs in the past once their FMLA was exhausted. If you haven't encountered this before you need to decide what you, as an employer, want to do. Just make sure the decision you reach will ap…
-
Thought I would follow-up... The EE just came into the office with a doctor's slip keeping him off work for a minimum of 5 days but he also has to be seen by a specialist for possible surgery. My comment to him was, "Well I guess you hurt yourself…
-
Don - These are the EXACT reasons I gave to both the plant manager and the supervisor as to WHY we needed the physician's release. Thanks
-
After reading your posts I contacted the plant manager regarding this issue who informed me that, as far as he was concerned, the EEs statement that he was okay to do his job was good enough for him. I then advised him that it is NOT good enough fo…
-
Unfortunately we do not have a "company doctor" by whom he can be examined. If we mandated he be examined it would be by the local walk-in physicians and at our expense. I'm not opposed to doing this but I want to make sure I'm not crossing any li…
-
Don - Thanks for your response. While I understand what it is you are saying, I guess I'm confused as to what to do. These are a bunch of people who have worked together for a LONG time, seen many changes within the company as well as seen others…
-
Thanks for your responses and yes, I "have a seat at the table" with upper management which is why I think they came to me in the first place (beside my being HR, of course). I did speak with the president yesterday regarding the situation and he u…
-
Don - As for his PIP, he WAS doing better immediately following his receipt of it last year and in fact we met with him to express to him our acknowledging of his efforts BEFORE we received the discrimination claim in the mail (yes, we did provide …
-
Thanks to all the responses and I would like to provide additional info.... This is not the first problem with this supv., in fact this person has a habit of "targeting" individuals whose personalities are a little meeker than others. We have trie…
-
Hhaynal - I have to respectfully disagree with your statements regarding the failure to complete a rehab program. In my opinion, if you have an employee who fails a reaonable suspicion drug/alcohol test and you elect to allow the EE to maintain emp…
-
Maybe I'm missing something but WHY did you choose not to test him? If the EE was as impaired as you state above, you should have immediately taken him in for "reasonable suspicion" testing and sent him home for the remainder of the day. At this p…
-
I also understand the frustration. What I have found that works best is to have an actual meeting with the EE regarding their 401(k). My process is to provide them with the packet of information (without the actual enrollment form) about one month…
-
The breaks for our manufacturing employees are paid as well and if an EE misses anytime during their shift, the amount of time they missed is docked. They do NOT add back in the time for their breaks. These are paid breaks, they are paid regardles…
-
With my current company the supervisor has the authority to approve/deny vacation and each dept. has a certain number of people who can be off at the same time. Vacation is granted on a first come/first serve basis. At a former employer (union) th…
-
Have to agree with the others. They may be holding back to see what you are going to "give up" or not. For example, when we sit down before negotiations we decide what we are willing to negotiate to get something that we feel may be more important…
-
At this point, even though you do not have the actual FMLA paperwork, you do have enough information to start the FMLA clock running. Notify her of the fact that her FMLA clock has started as well as how much leave she has available. If you have a…
-
Hunter - Yes, as a matter of fact, they do make windows.
-
I used to send COBRA notices via certified mail - return receipt until I went to a COBRA seminar and is was recommended that it NOT be sent return receipt. The reasoning that was given was that you have to make a good faith attempt to ensure that t…
-
Njjel - Do you outsource your COBRA administration? If so, you have 30 days from the date the insurance coverage ended to notify the TPA of the qualifying event. They then have 14 days to get the COBRA election notices in the mail. From that dat…
-
We do not require any type of time clock tracking for our exempt level employees and we employ the sign-in sheet for any visitors. This is kept at the reception desk and they are required to sign in before they are permitted entry into the building…
-
Thanks for the replies but the problem I have is that upper management doesn't see what the EE said as a "threat" as it wasn't made directly to the individual. I suggested sending the EE to anger management counseling but upper management doesn't t…
-
Thanks for the replies and in answer to the questions... As management we keep within the timing guidelines of the contract. We have TRIED imposing the same timing issues with the union but what happens is we have the 3rd step meeting and the BA w…