LindaS
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- LindaS
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Here's another question - what about 401(k) information? I currently keep this in the employee's personnel file but I have just received a request from our Controller for several employees' personnel files due to our annual 401(k) audit. At a form…
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Thanks for all your responses. After speaking with both the Plant Manager and her supervisor it was agreed that her hair poses a significant safety hazard. She was instructed to restrain her hair in a manner that does not allow it to fall forward.…
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Thank you for the information. Do you think I should change the current Safety Regulations to read something like, "hair must be tied back so as not to allow it to fall forward over the shoulder" before I begin this process?
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Our job descriptions deal with essential and marginal job duties. Marginal duties are those that an employee may be required to do on an occasional basis. We also include the physical requirements, educational requirements and the statement that t…
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We are also manufacturing and keep track of each employee's rate. For each job there is a rate assigned - how many pieces they should produce in an hour. This is tracked on a weekly basis and if an employee is below 90%, the progressive discipline…
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Our funeral leave policy expressly states that funeral leave is intended to allow the employee time to attend the funeral. I recently had the same thing happen wherein I had a grandparent that passed away and, although our policy allowed for three …
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It just keeps getting better... This supervisor, several weeks ago, decided to seek the assistance of the EAP and contacted them on his own. Began seeing the EAP counselor again and even agreed to go through some assessment testing to determine wh…
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Here's an update - The supervisor has returned to work but has been very ineffective regarding getting work out on time, etc.. He has refused additional training with our EAP provider although has agreed to attend a management conference at the en…
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Actually yes, his time away from the floor would be to an advantage. It gives him time to "cool off" and not put his foot in his mouth to one of the employees which would thereby cause his immediate termination. This is a very angry individual who…
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Thanks!
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FYI - he has made it until the end of his day BUT has put in a request for vacation next week as well as several days this week. This request will be granted.
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We had the meeting with the supervisor this morning (did NOT go well) and the supervisor is now demanding written, signed statements from the employees making the complaints against him. I informed him that I would not give him this information. H…
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I would like to thank you for your responses. I have drawn up a final "last chance" agreement which, hopefully, leaves no question in his mind regarding where he stands with the company. Our attorney is at this very minute reviewing it. We plan t…
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My understanding of HIPPA, and I'm not an attorney, is that this type of information does NOT fall under HIPAA guidelines.
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Our attendance policy has a clause in it that allows for absences to pick up a sick child from school and/or daycare without accumulating "points" under the policy. They need to provide a written verification that that is where they were. We don't…
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Thanks to all that responded. I have never run across a debt collection agency asking for this much information so I wondered if maybe I missed something. Thanks again.
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Although I am not in MN, based on the information you provided, I would cover it. The student cannot go alone and this uses that allottment of time.
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I agree with Don - removing this (and getting the union to agree) would be VERY difficult. I would suggest concentrating your efforts on another issue. Unions typically do not look favorably on removing a benefit to their employees.
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I agree with Don - if a child support agency wants information, they will send a form requesting it. I have NEVER had a situation where they call requesting it. You need to supply whatever information they request on the form, send it back and I a…
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Customers sending "thank yous" to CSRs is not uncommon but I would talk to the affected employee, in private, and find out what her take is on the situation. If she doesn't feel uncomfortable with the situation, I wouldn't do anything. It is also …
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Agree with Don.
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The one thing you do NOT want to mess with is an employee's pay. You cannot withhold an employee's paycheck for any reason. If there is equipment that needs to be returned, try to work with the EE to get it back and if that doesn't work, go throug…
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Based on the information I have seen regarding this subject, I would have to say "yes" to your question.
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Whenever I make a job offer it is contingent on passing a drug screen. My policy is that the drug test needs to be taken within 24 hours of the job offer. The ONLY time I have made an exception to that is if the prospective employee is out of stat…
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I agree with Crout - since this ee doesn't have any paid time off available, explain to him, VERY calmly that his request for time off has been denied. If he doesn't show up for work tomorrow, utilize your attendance policy. If you are an "at will…
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I agree with the rest - if it's a termination (which it appears to be), call it that and don't fight unemployment. In WI, there is usually a short period while UI does their "investigation" only to determine they are eligible and the former ee is p…
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60 days is news to me - I was always under the assumption that it was 30.
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I agree with Don regarding the supevisor not needing the specifics of the reasons for an employee being out. This would fall under the "minimum necessary" provision of HIPAA and I can't think of any reason a supervisor would need anything more than…
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In the company I currently work for, exempt employees are NOT required to complete a time sheet of ANY kind. They are the ones responsible for tracking their vacation time as well. Each exempt employee knows what is needed to get their job done an…
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The supervisor who reported it was not the offending employee's sueprvisor. The defense the supervisor had for dealing with it in the way he did was that he wanted to "cover his a**". This issues with this supervisor are too long and detailed to g…