LindaS
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- LindaS
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These are restrictions provided by physicians for a variety of "medical" reasons. FMLA paperwork is provided but the majority of the conditions to do require continuing medical treatment, other than the hours restriction. The restrictions for spec…
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I know that this is the case for child support orders but this is a garnishment from a creditor. Do the same rules apply? Do you know where I can get written verification of this?
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Thank you all for your responses and there was more to the story... That afternoon at a Safety Committee meeting one of the members of the committee informed me, due to a conversation we were having regarding an OLD policy of employees being requir…
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I try to go through the plant once per shift. I am in the plant more often but it is usually to deal with a specific issue. My office is right off the plant floor so employees can come to me anytime during the day.
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I agree with both posts. I think there is potential liability for both leaving a person in an "altered state" without adequate supervision. You have a potential for the person to choke, possible alcohol poisoning, etc.. If you want to continue to…
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I had this same problem at a previous company. I was the sole person responsible for 350+ payroll (bi-weekly). I was spending so much time tracking down supervisors it was taking WAAAYYY too long to do payroll. I spoke to my boss who informed all…
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I agree. A company I used to work for changed its attendance policy and decided to drop everyone down 5 points. The individuals with less than 5 went to zero. We thought we were doing a good thing but the employees with good attedance became quit…
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If you are looking for the federal posters, go to [url]www.dol.gov/elaws/posters.htm[/url]. From their you will be asked some questions to determine what posters you need. You can download them for free from there.
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That was my thought as well but I was talking to a colleague this morning, union facility also, who just "put up a notice" in their plant that this was now being mandated. I questioned her about negotiating it with the union and she said she didn't…
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I have worked in two unionized organizations and BOTH employed the "use it or lose it" policy.
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I would check out the Department of Workforce Development website...[url]www.dwd.state.wi.us[/url] WI does not mandate employers offer vacation time to employees nor does it mandate the payout of vacation if an EE is terminated. "Use it or lose it…
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I agree with both previous posts regarding his job assignment and also agree with James regarding your "catch all" phrase. We are a union shop and keep that sentence in the job descriptions for the purpose of assigning employees to duties outside o…
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Based on the information you have provided, I would have suspended the male employee pending the outcome of the investigation. Keeping him there at work and subjecting the female employees to having to return to work with him after their testimony …
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Keeping in mind that state UC laws may vary, in WI they would be eligible since they were available and ready for work but you don't have any work for them. Your decision to let the EE go is one many of us have used in the past although most employ…
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Here in WI, the employee must be able and ready to work in order to receive UI. IF they are receiving TTD payments through WC, they are obviously unable to work so they would be ineligible for UI.
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I am in WI and you are required to allow the employee to view their file, after receiving a written request, within 7 days of receipt of request. You are also required to provide the EE with a copy of the file, should they request it, although you …
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I agree with the rest. If the reason for the leave is important enough, he will tell you the reason. If he doesn't tell you the reason, don't grant it. We just terminated our union president last week who reported for work late, without calling f…
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I agree with the statement "what goes around comes around". My former boss lacked a significant amount of integrity and after about 3 years, upper management FINALLY began to realize what was going on. Although they didn't terminate, he got the me…
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In WI you probably wouldn't win based on the information you provided in your post. You need to pick your battles and it doesn't sound like this is one you will win (at least based on my experience in WI). I would concentrate on training managers …
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I agree with the previous posters that advised allowing the EE to work if he is out of jail. If not, follow your standard attendance policies as they would apply. As far as if a conviction is made, if he is sentenced to jail time I would not recom…
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I agree with Sonny. If I have a drs. slip for an EE that states they should be off work, they would not be allowed to report for work. If, for some reason, they did report they would be immediately sent home. Allowing an employee to work outside …
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I attended a Personnel Law seminar not too long ago and the issue of acknowledgments was discussed at length. The attorney who facilitated this discussion suggested that, in addition to providing an acknowledgement that the employee is required to …
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Update... We FINALLY terminated the union president. Somehow he was actually amazed that we were going through with it. After he was escorted to his car he came back and demanded to talk to the president and the manufacturing director. Both obli…
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My current employer has the Accounting department process the payroll. Due to my experience with my former employer, I was trained to act as back-up when she is gone. We use ADP so it takes about 1-2 hours per week. Each week I provide her with a…
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I agree that you can't go on a witch hunt at this point, I would recommend revising your drug and alcohol policy to address the issue of being in possession of drugs and/or alcohol on company property. Many employees are of the false belief that if…
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Here in WI, employers cannot "send" an employee to a specific physician; unless it is for an IME for WC. I would recommend meeting with him, provide him with his job description and inform him that if he feels he cannot do all the functions of his …
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I had this situation with several employees when I came to this company. Employees were coming to work with everything from sore backs, arms, shoulders, etc. and the supervisors were accomodating them. All this without any medical certification of…
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I agree with Balloonman and Don - don't lose any sleep over it as long as you are following your policies, and past practice, regarding the termination of this employee. The employee waited until AFTER he was terminated to come forward regarding hi…
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I was always under the impression that copies were okay, as long as it was done with everyone. I make copies of the documents used for the I-9 and attach them to the form (kept separate from the personnel files, of course). Never heard of a legal …
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As long as he answered the question honestly when he completed the application, he should be okay in that regard. The issue to remember is that the decision to terminate an employee based on prior criminal history needs to have something to do with…