LindaS
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- LindaS
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I want to thank everyone for their responses and provide an update... Now, PLEASE don't come down on me but the employee is still working for us. It was not the decision of the MD but that of myself and the Plant Manager. Let me explain... This …
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I just sent ours to you. Hope it helps.
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Pork... Thank you for your response and let me assure you that our company, IN NO WAY, forces retirement on anyone. The question was posed to me by one of our accounting people who was asked the question by a student in one of the accounting class…
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The decision to make this offer to the union was not my idea. The reason we went this route was in the hopes that this would settle the grievance and we wouldn't have to spend alot of time and money fighting it. Not the best solution but sometimes…
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I would not recommend lumping the holidays into the PTO program but lumping everything else is a good idea. If you are going to do this you would also need to address your policy of only paying out vacation since "vacation" no longer exists. The p…
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Hunter - I, too, am truly sorry to hear of this tragedy. I believe bringing your EAP in will greatly assist your employees in dealing with this very difficult situation.
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No, it's not the samy guy. Thanks for asking though.
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Do you have an attendance policy in place? If so what does it state that you should do for this absence? Maybe I'm way off base but I don't feel that a drug test is appropriate for a couple of reasons... 1) The employee was not at work and did n…
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I just have to add my "two cents" as well. Here in the great state of Wisconsin it seems that employees (or should I say ex-employees) are able to collect UI for just about any reason. I recently had an employee who missed three days of work due t…
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Thank you all for your responses. After talking with upper management it was decided that he is getting a written warning for insubordination regarding his failure to follow explicit instructions from management. While I feel that this situation m…
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Whenever an employee has come to me with this request I have always advised them against this. Reason being that once the spouse is notified that their coverage has been cancelled, they will immediately obtain a court order stating that insurance c…
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Rockie - thanks for your reply regarding our liability and, after talking with a relative who is in the restaurant/banquet industry, found out that we do have a significant measure of liability to ensure we do not allow underage drinking at the par…
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Leslie, we are in a similar situation with an employee who is taking prescription pain meds. and have received reports from various employees and supervisors that this employee is exhibiting some of the same behaviors that you state in your post. B…
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If the employee is willing to seek treatment for his addiction, refer him to your EAP on a voluntary basis. If he appears to be under the influence of the medications at work, does your drug and alcohol policy allow for reasonable suspicion testing…
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I have to agree with the other posters regarding this person's medical leave and the "termination" of his employment BUT I think you have a larger issue here regarding the bonus pay. If the employee received a payment in error, that money must be r…
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Don: Your suggestions are duly noted and I agree with the outdatedness of the wording in the contract. We just completed our contract negotiations and the only issue regarding the funeral leave that was addressed was the request from the union to …
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Thank you to all of you for your responses and, while I agree with HS regarding compassion, please keep in mind that we are a union facility and need to go according to our current collective bargaining agreement. In reading the contract it states …
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Thank you both for your responses and I did receive an answer... It appears that the union we have has a clause in their bylaws that state if a contract is not accepted, and a strike vote is taken but does not go through, the contract is accepted b…
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You should not contact the doctor directly. Your best bet would be to do as Don suggested and provide the employee with a written job description and instruct them to have the physician review it to determine what can and cannot be done. Don't mak…
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If he was not having the check deposited into their joint checking account, he had a reason for it. I would not re-issue the check but have her contact an attorney regarding Power of Attorney. There are other legal matters that she will have to de…
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If you question the validity of her grandmother's passing, there are any number of documents she can provide to verify the passing. I have had employees provide the obituary from the local newspaper, a copy of the death certificate, a slip from the…
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I am in agreement with HRMaiden. Once the first garnishment's time allotment runs out you would immediately begin the 2nd garnishment. What will happen (at least here in WI) is that there needs to be another court order allowing the garnishment to…
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What paperwork was used to grant the 1st employee the LOA back in March? Has there been any contact with the ee since March? You say a "couple of months" but it's actually more like 9 so I would take a look at the supporting documentation regardin…
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No matter what you do you will have some employees unhappy. I don't see any legal issues with the schedule change and I don't see any issues regarding unemployment for Sunday, either.
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I believe the law regarding garnishments states that employers do not have the right to "punish" the employee in any way due to garnishments. Holding a raise from an employee would be seen as a punishment. I wouldn't do it.
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According to the FLSA, all hours an employee (non-exempt) worked must be paid. If you have signed documents that state the employee worked and an error occurred where they weren't paid, or this pay was taken away, and you don't correct that error t…
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I agree with all the rest. Your best bet would be to switch to pre-employment drug testing and provide them with a certain amount of time to get the test taken (I use 24 hours). Think about this...you make a person a job offer, contingent on passi…
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As far as your decision regarding the employee, I think it's right on target. I wouldn't have terminated the person based on your description above. As for the guest, I would have a talk with the guest and inform them that your employees are to be…
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Does the authorization form he signed have a specific dollar amount? How old is the authorization? If this is a relatively new authorization (ie, within the past two years), and the exact dollar amount is listed on the form, I would go ahead and d…
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I inform applicants they have 24 hours in which to take the drug test. I do NOT make job offers on Fridays because I do NOT want the applicant to have an opportunity to go to the local GNC, or any other store, to pick up any of the litany of items …