LindaS
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- LindaS
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I recently ran a background check for an ee is the state of MN and I know there is a specific form that needs to be completed which requires a notary public's signature as well. It specifically states that the person is authorizing the MN Bureau of…
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We authorize either the Mfg. Director, the president or myself to sign offer letters. Letters signed by anyone else are NOT valid and it states that in our employee handbook.
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Since participation is voluntary, I would say "NO" to the payment.
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It is my understanding, and has been my practice, that if I receive a court order mandating insurance coverage for a child (or children), the employee is enrolled regardless of whether they want to or not. This is a court order and not something th…
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Crout: I agree with your statement regarding quality being a process but we are at the point that these employees are provided with training on the machines (extensive), they are also provided with a sample of what the part should be upon completio…
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We already have performance rates for each job that comes into the plant. Employees are made aware of what that rate is and if they do not make at least 80-90% of that rate it is considered unacceptable. Each week rates are run and if an employee …
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How do you determine the "maximum errors allowed"? Do you use a percentage of the total job, a set number, or is it left to the discretion of the supervisor? The problem I am having is determining what is acceptable. My first thought is using a p…
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I wanted to thank all of you for your responses and update: It looked like we had a pretty solid case regarding the imminent termination of this employee until I spoke with our attorney. He informed me that because we granted him a voluntary layof…
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I don't think "touchy" is the word for it but our company has terminated a union president before for the same thing (attendance) so it's not an entirely new experience.
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Regarding the severance agreement - we typically pay the severance as part of our regular payroll so they continue to receive "paychecks" for a period of time. In addition, we maintain their health insurance for that same period of time.
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I have employees complete the I-9 on their first day of employment, along with all the other "new hire" paperwork. They are instructed to bring the necessary documentation with them on their first day. In addition, we run background checks on all …
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He is past his probationary period and is a member of the union so terminating him would probably be very difficult. He was approved off based on the information from his physician and there is no doubt about the initial injury although, based on t…
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I do not place the hearding test results in an employee's medical but I keep them in the binder they came in and they are kept in a locked filing cabinet (the same cabinet I keep the medical files). I do not know of a reason the supervisor would ne…
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Here's a synopsis of our policy and it covers our bargaining unit employees: Our policy is based on a "point" system and any absence from work for more than 4 hours results in an employee receiving 2 points. Anything less than 4 hours is 1 point. …
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I would NOT recommend saying anything to the fiance. This was confidential information in the first place and discussing this with the fiance would only make things worse. If the fiance asks you, I would tell them to speak with the candidate. I w…
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Not a problem. My opinion is that it is the HR Directors who receive all those "fringe" benefits (at least in my experience).
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Hey PAHr, I take offense to your assessment of an "HR Manager". I happen to hold the title of HR Manager and not only come in early, I often stay late as well. In fact I can't recall the last time I worked less than 40 hours in a week (without uti…
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The first thing I would do, if you haven't already, is provide her with FMLA paperwork since asthma is usually a "serious health condition" under FMLA. Once she has the condition certified you can start the clock ticking. As far as her sick time, …
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It sounds like a company policy. Are you talking about exempt or non-exempt employees? At my previous employer, if a non-exempt employee was "short" on their hours the time they were short was automatically deducted from their PTO bank until all p…
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Tracy - I always request a written request for the copy of the information. As you know from Hunter1's post, you have to provide the information to then within 7 days.
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Our policy is similar to Moria's. We are a union facility and have a 45 working day probationary period. If, as the 45th days comes close, we feel that we want a little more time to review the employee, we sit down with the union president and dis…
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I agree with Balloonman, pay her for the time she was at the test and keep with the termination.
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As long as you are following your policies with ALL employees, you should be fine.
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How have you handled other employees who have missed more time then they are allowed utilizing vacation, etc? You would handle this employee the same way. I do NOT agree with cutting the employee "some slack" because then you start having to make …
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I also work in a mfg., union shop so here's my opinion.... I'm assuming your contract has language to the effect that an ee has five days to return to work from layoff. The first question I would have is whether or not the contract states 5 WORKIN…
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Have you sat down and talked with the employee to get "her side"? I would conduct an official investigation, to determine what the actual facts are. If your investigation finds that the employee acted unprofessional, and without just cause, I woul…
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I disagree with the others who recommend firing the individual who was sent home. From your post it seems that you have a group of individuals that are creating a hostile work environment. Instead of terminating what may be an otherwise good emplo…
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I agree with the others. At this point the supervisor does not need the specifics and if the ee were desiring any protection under any of the regulations afforded him, he would notify you. Treat this absence as you would any other and discipline a…
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My former employer used a "no fault" attendance policy with the following provisions: One occurrence per day of absence. An absence was defined as an absence of one hour or more from their shift. At one time they allowed what was called a "two-fe…
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I'll take the first stab at this - Regarding your 7 minute rule - if a person clocks out 7 minutes late, it should be rounded back to the hour and if they clock out 5 minutes early, it would be the same thing. The problem would probably come in if…