LindaS
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I always TRY to ensure that managers do NOT make any comments regardng past employees to ANYONE. I became involved in a situation last year with a former employer wherein an employee was terminated, supposedly for performance, and when the employee…
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I don't think there is any legal issues here that would prevent you from "honoring" the employee's resignation. I have been in both situations where we have allowed an employee to stay as well as not allowing an employee to rescind his resignation.…
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I agree that you made the correct decision. I also agree that you have a supervisor problem in that the employee was "allowed" to get away with this behavior for so long and nothing was documented. The only suggestion I would add is to sit down wi…
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Is there any way a "manual" entry can be made into the system regarding the new employee's start time? Whenever I have a new employee start, the first thing I do is sit down and take care of all the paperwork as well as go over various policies, et…
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I agree with Dynamite - make sure the supervisor is aware of the restrictions and if the employee continues working outside of them, start progressive discipline. If there were another injury, you would probably be liable.
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I agree with Don - send the grievance back denied and explain that you cannot answer a grievance without knowing SPECIFICALLY what is being grieved. Without specifics, you can't answer it nor can you do a proper investigation. As far as the letter…
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I recently had the same situation and informed the person who was going to be doing the passing of the card not to do it. Passing around a card just creates more talk regarding what the potential problem is and can create problems for you, as the e…
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I agree with Whatever - have a talk with her to get to the bottom of the issue. Once you have all the information, make a decision from there where you should proceed.
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I agree with allowing him some time off and 2-3 weeks seems appropriate. I also agree with NOT addressing, or making presumptions about, his mental state. As far as others wanting off for the same reason, and not serving as this person did, simply…
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I recently came upon a definition of harassment that may be of assistance. This is from a Canadian website but I think it may be applicable... Harassment is defined as "any objectionable act, comment or display that demeans, belittles or causes pe…
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If she gave you her retirement notice in writing, it was her responsibilityto ensure she had all the correct information PRIOR to making any final decisions. If you don't feel there is anything productive she can do at this point, because of her re…
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I agree with the Non-Fraternization Policy but there is NO WAY I would allow these two to be "grandfathered" in. The two employees should be sat down with, either independently or together, and informed that one of them will need to transfer to ano…
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If you have an attendance policy, make sure you apply it consistently. If you have an EAP, suggest he seek treatment. In the absence of either of these, there isn't much you can do as long as he is not drinking on the job. You don't have an legal…
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We are also a manufacturing facility with about 100 factory employees. We do mandatory annual testing for all factory employees as well as any "office" employees who spend a significant amount of time in the plant.
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You, as an employer, are allowed to mandate what hours employees work. We have the same situation in that the employees requested some shift changing due to the holiday and because things are slow, we are able to accomodate the request, as long as …
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The facts remain the same...an employee had to be removed from work due to a medical problem, was hospitalized and subsequently needed time off from work. Regardless of whether the employee utilized vacation time, you had a responsibility to make …
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We are a union facility as well but our attendance policy dictates that an absence of three days or more, or hospitalization, require a dr's release before being allowed to return to work. That being said, I would notify him that he needs to provid…
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Thanks for the help Pixie - I copied the notice and will change it as needed. I like the information added to the bottom!
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Thanks to all for your replies. I spoke with the president of the company, who was unaware that this was a regular practice, and he agreed that employees should not be allowed to get their checks early without a significant, bona fide reason. I am…
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I agree with Cal in addressing it from a performance perspective. Take a look at what the director does, and what he/she delegates to their employees. If the employees are complaining that too much work is being "dumped" on their shoulders, invest…
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He should contact his former employer to find out WHY he didn't receive the COBRA paperwork. The employer has a responsibility to ensure this paperwork is sent to the employee within 15 days of the date insurance terminated or face fines, per day, …
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We are self-funded and do not have a PPO, although we receive the wraparound benefits. This is the 3rd year in a row that we have not seen any increase in premiums. Current premiums: Single: 325.44/mo Emp. + 1: 519.84/mo Family: 718.56/mo
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Before making any decisions regarding termination, speak with your legal counsel and go through whatever documentation you have verifying their poor performance to date. Make sure the "poor performance" is not as a result of her work injury. If yo…
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Ditto.
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I agree with the responses above in that absences IN EXCESS OF those that are allotted by the company, whether they are sick, vacation, PTO, or personal should not be used "against" an employee when figuring their attendance. These are days the com…
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As long as you enforce the "no tattoos" policy with ALL employees, you should not run into a problem with having this policy in place. As far as her refusing to sign it, simply note on the policy that she refused to sign, place a copy in her file, …
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I would think this type of answer may get you into trouble, or at least cost you some unnecessary legal fees, even though you are an at-will employer. Failure to inform an employee why they are being terminated just allows their imaginations to "ru…
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Thanks for all your advice and here's an update... After speaking with the Production Manager, he felt a three-day suspension was too harsh and decided a formal written warning was more justified. We presented him with a written warning and he thr…
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Deez - Although I am not an attorney, I have worked for several organizations that are unionized so I will give you my proepective on unions... Unions provide employees with a sense of "security" (not that I agree) in the sense that their raises ar…