LindaS
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My understanding of this type of situation, and I am NOT an attorney, is that the EE has a responsibility to bring the situation to the company's attention first and if the company fails to act in an appropriate manner, then she can go ahead and see…
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In absence of updated medical restrictions, I would either place the ee on the job or send them home. They would receive "points" in accordance with our attendance policy. In addition, I do not accept restrictions that state an ee cannot do a spec…
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Thanks to all of you who responded. Our production manager is currently on vacation, scheduled to return tomorrow, and I plan on having a meeting with him to discuss a variety of issues, this being one of the main ones. I just had a supervisor lea…
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In our company we reimburse up to $50 every other year toward the purchase of perscription safety glasses. We also contract with a specific provide but employees are allowed to go anywhere to get them. If they choose to go to someone outside of th…
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An address is something you can require an employee to provide for a variety of reasons...insurance, payroll, W-2, etc. but keep in mind they can provide a PO box and that is sufficient. As for a telephone number, this was addressed recently in anot…
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I can see both sides of this issue and, while I typically try to remain as "employee friendly" as I can, I feel there is merit in the posts regarding termination of employment in this case. The fact of the matter is that this EE is a DIRECTOR of an…
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I agree with all the other posts...disciplining an employee whose absences fall within the parameters outlined by the company has the potential to create some very large problems. You haven't mentioned whether or not you are covered under FMLA beca…
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Hunter, I am in WI also and do not see any potential problems regarding the change of date unless the ex-employee states that they were "forced" to make the change. An administrative law judge would consider that a voluntary termination and as long…
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Agree with both. By deciding not to allow her to work her last two weeks (asssuming that is what the time frame was), and not paying her for that timeframe, you terminated her thereby allowing her UI benefits. Although you can't go back and change…
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Thank you all for your assistance. After speaking with our Manufacturing Director this morning I had a short meeting with the union president, off the record of course, and brought him up to date on the situation. He was already aware of it as the…
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Would either of you recommend having a discussion with the union committee in an attempt to allow this individual the time off WITHOUT creating a precedent or would this probably create more harm than good?
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Agree with Don - deal with the performance and leave out the rest of the "baggage". I've seen many instances where long-term employees start to "overstep" their boundaries simply because they feel it's their right due to their length of employment.…
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Whatever - Your most recent post sheds some different light onto the subject of the leave of absence. Since she doesn't qualify for FMLA, she doesn't have the guaranteed job protection that law provides plus you have indicated that she has been a…
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I agree with Pork - get the medical certification from the daughter's treating physician and once certified, approve the leave. Have the employee check in with you weekly to update you on the daughter's condition and remember you have the option to…
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I agree with Don - he took the job knowing that his "business" phone and "home" phone would be the same. I'm assuming the numbers need to be published in case of a problem, etc. so it he no longer wants the number published, he cannot continue to e…
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How has her performance been at work? Does she have an attendance problem? As another poster asked, who is the person doing the suspecting? Do you have an EAP? Although your policies do not state that testing is mandatory, if you or another trai…
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I wouldn't pay the employee the vacation time unless state law mandated it. The employee's actions gave you every indication that he wasn't planning on returning. The fact that the employee "got mad" at being questioned about her intentions is mor…
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I think the issue here is negligence. If damage is done to company property due to employee negligence or just plain "not caring", I would take discipline action against them but without signed authorization from the employee allowing you to deduct…
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If you go to the Health and Human Services website ([url]www.hhs.gov[/url]) there is quite a bit of information regarding HIPAA.
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Actually, the notice would read something like, "XX is off work due to knee surgery" so it gets pretty specific. As far as the letterhead, they are not on the union letterhead and the notices are placed on ALL the bulletin boards, not just the unio…
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The previous posts regarding what "bumping" rights pertain to are correct but I would like to make one addition... Our union contract allows for "bumping" of less senior employee by more senior employees in a mandatory layoff situation with a twist…
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I'm in WI and a former employer had mandatory direct deposit for it's employees. We offered employees the option of going into an existing account or opening a checking account at a specific bank. If they chose the option of having us open an acco…
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We use a swipe card system that downloads into our computer network. The supervisors are responsible for checking the clocking on their employees on a daily basis (must be done before they leave at night and typically takes about 10-15 minutes). T…
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If you have the agreement in writing, with her signature, stating that as a condition of receivng the pay that she seeks medical treament and she fails to do so, I wouldn't pay her for the time. She did not fulfill the obligations of the agreement.…
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I agree with the posts that state this issue is between the EE and the law, unless he is driving for you. This brings to mind a funny story regarding this type of situation from a previous employer... We had a husband and wife working for the comp…
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We are a union facility and as such, any disciplinary actions allow the employees to elect union representation present at the meeting (they always elect this). The employees typically refuse to sign (why not I have no idea) but the supervisor and …
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What does your disciplinary policy call for? If this were my employee, he would be looking at a MINIMUM of 3-day suspension for this.
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We do as well - 120 employees.
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LindaD - are you refering to creditors that are calling to verify employment or creditors calling and asking to speak to the employee? If they are calling to verify employment, I inform anyone calling that we require a written request and that any …
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I agree with SMace - pay those who came in, excuse those who didn't and allow them to use a vacation/personal day if they would like for the pay.