LindaS
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- LindaS
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We have a probationary period but only for our bargaining unit employees. As you can guess, we are unionized and the probationary period is 45 working days long. We review after 15 working days and after 30 working days. If the employee misses an…
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I know some of you may disagree but I don't feel a manager should be held responsible for keeping up-to-date on what is going on in an employee's personal life. These are ADULTS and your providing excuses as to why they aren't fulfilling their obli…
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I agree with Don - since the fraud was actually committed against the state UI system, I don't think you should be the disciplining party. She will "get hers" when she gets the notice that she either has to pay the wages she received in error (due …
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SDDCHR - why would you recommend "work improvement" or address "slipping performance" for this employee? Nothing in the post states whether or not the employee completed the report as initially requested, and the employee should not be expected to …
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I agree with the above posts but want to add that I would remind the director that SHE had a responsibility to notify those that report to her that she would be out of the office.
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I have to agree with Don. Unless this employee was doing this as part of his/her job, I don't see any potential liability on the part of the company. Keep in mind these are PUBLIC records and ANYBODY can access them so what this employee did, on p…
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My understanding is that the participant is to be sent the notice, obviously, and if the spouse is residing someplace other than with the participant, they need to be sent a notice as well. As far as dependents, unless you are aware they are also r…
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Don - having experience with unions, I have to agree with you on all points. It would be nice if the union officials were required to have some type of special skills but unfortunately, that is not a requirement.
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If I remember correctly when this happened to me, I made the COBRA date retroactive and sent her the corresponding paperwork. Needless to say she was NOT happy when she received them and informed me that her exhusband was responsible for maintainin…
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I have been in the situation before with an employee failing to tell me about their divoce. What should happen is that you terminate the employee's spouse back to the last date they were an eligible dependent. The insurance company will then go ba…
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While we do not do random testing, we do pre-employment, post accident and reasonable suspicion. Post accident and reasonable suspicion require a supervisor to take the ee to the testing facility (just a couple of miles away). As far as what we do…
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Not sure what your state regs. are but there is NO WAY I would give an employee notes that were maintained on my computer. In WI we are required to either provide a former or current employee an opportunity to VIEW their personnel file, or create a…
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I don't think there is anything you can do other than follow your policy regarding her failure to call in as well as whatever attendance policy you have. She did not come in to work under the influence so there isn't anything you can do regarding "…
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Here are some suggestions: Regarding the ADA issue, he needs to be CERTIFIED as an alcoholic before being covered under ADA. Once that happens, you need to determine if allowing him off work to attend treatment would cause undue hardship (somethin…
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Update... We (the Plant Manager and myself) met with the employee on Monday and, while a rather long and drawn out discussion ensued, the employee was provided the final warning/last chance agreement. When she realized that we were not going to ba…
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Another update: As I was leaving on Friday, I ran into the Manufacturing Director who had previously been made aware of the latest series of events. His response was that he wants her to receive a "last chance" agreement that specifies any further…
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NO PAY!!! Nothing comes in the way of a weekend!! Thanks. PS I received your policy and will be addressing this "oversight" in ours next week. Have a great weekend!
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Thanks for all your replies and here's an update... Employee comes in for her shift and she is called into the plant manager's office. Present are myself, the supervisor, plant manager, union rep. and her. She gets the warning and is told that an…
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I have been notified that a "group" meeting was held with upper management and the decision that was reached was that this employee would receive a formal warning with written documentation that a repeat of this offense would result in her immediate…
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Well we just received a call from the employee who explained that she left because she was angry at the supervisor. Apparently there was some issue regarding job assignment so she got ticked and decided to leave. She also admitted that she failed …
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I would appreciate getting a copy of the policy. My email is [email]LindaS@Merrill-Mfg.com[/email]. Thanks.
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Would you extend this leave for any other circumstance? If not, I would not recommend doing it for this one either. Once you make an exception for one, there will be others asking for, what they consider, legitimate reasons as well and then you fi…
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In my current company we simply take the employee's word but in a prvious company, we required documented proof for bereavement leave. This was typically in the form of an obituary or the handout from the funeral home. In some instances, I actuall…
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At a former company I encountered the same problem. We went the safety route and banned all personal fans. We did, however, allow for the exception if the employee provided us with a medical certification of the need for a fan. Out of 100+ employ…
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wmh - if you provide your email address I will forward a copy of our attendance policy. In answer to your question, an employee receives 2 "points" for a full day's absence, 4 "points" for a no call/no show (must call within one hour of the start o…
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I'm also in WI and have the same issue regarding FMLA as Hunter1 but in instances of tardiness, we do not "dock" the employee's vacation time but rather deal with in on a disciplinary level. If an employee misses less than 4 hours of their shift, t…
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Thanks for all your responses. I spoke with the company president who was not aware how this was handled and agreed that a policy needed to be put into place. I am currently working on a notice to all employees informing them that if they want som…