Lisa In Iowa
About
- Username
- Lisa In Iowa
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Walmart definitely brings out opinions! I really think it depends upon the management of each of the stores. Where I live, we have several Walmarts, one is always over crowded, dirty, out of stock, and unorganized. However, the another one across…
-
Our attendance policy is based on "excused absences" versus "unexcused" absences. If an employee makes arrangements to be off of work (for whatever reason) ahead of time, it is considerd an excused absence and does not count against them. These in…
-
Thanks, missk! I appreciate your comments! If we do decide to proceed with this, we will definitely do so with assistance from an attorney!
-
You could also include an overview of how performance reviews are handled, and information on your salary levels, if you have them. Also, if you have a job posting process for internal promotions and transfers (this may be covered in the handbook),…
-
I agree that you should look at all of the facts involved and make a decision that is best for the business. This is not a one answer fits all situation. Most of the time I am a firm believer that once an employee resigns, I accept the resignati…
-
I also had a concern about that. However, she has a small case that she places it in, and she takes it home and disposes of it there. I am looking into purchasing a container (like you mentioned) so that she no longer has to do that. Based on you…
-
I didn't realize that my question would provide such animated responses! Thank you to all of you who provided feedback. I truly appreciate it!
-
Great idea! Thanks for the feedback!
-
Our policy is very similar to Dutch's policy, too. However, the key is that even if the position was not posted company wide, if there were others in the immediate department that were potentially interested and qualified besides the one that was o…
-
We are in the process of implementing the Kronos time and attendance system. All non exempt employees will be able to clock in and out on their computers, and exempt employees will also be able to key in PTO time and requests. We are planning to g…
-
After many of those conversations, I often draft a quick e-mail to myself, detailing the facts of the conversation, specifically what the manager explained, and then what each of us said. I then have a folder for each of the managers that I work wi…
-
I just thought I'd follow up and let you know how we ended up handling the situation. The employee actually just stopped showing up for work. She did not call in or show up for three days, so per our job abandonment policy, we terminated her emplo…
-
Thanks for your feedback, Rita. We do not conduct drug tests before hiring our employees (it just really has not been a problem for us until now), nor have we ever sent an employee to a drug test. This is a new area for me..... We do have a poli…
-
Thank so much for all of your feedback. At this point, we are going to follow the policies related to attendance and appropriate workplace behavior. The employee showed up for work as scheduled yesterday, and did a great job. She did not mention …
-
We do have an Introductory Period, and will take her attendance and performance into consideration into her 90 day review. Her performance has exceed expectations, and she has not had other attendance issues. Since I e-mailed, we did find that she w…
-
We had two employees say that they fell in the parking lot on the way into our building last winter (of course, there were no witnesses), and one ended up with a knee injury and another a back injury. Both required physical therapy, and our worker's…
-
We require that all employees review and sign their timecard. We have approximately 110 non exempt employees in multiple locations. If they forget and are out of the office and don't turn in their timecard, the supervisor can sign it for them so t…
-
I feel that our policy is very lenient. If an employee has 3 unexcused occurrences within a rolling 30 day time period, we move forward with a verbal warning. The unexcused occurrences include days off without prior approval and unexcused tardines…
-
Thanks so much to everyone for their great feedback. I have talked with the supervisor, and we have decided to not implement an English-Only policy at this time. We are planning to meet with the bilingual employees and have an informal counseling …
-
Based on your e-mail, you have been provided with information that indicates that one of your managers may be breaking your company policy. If I were in your situation, I would investigate the issue just as I would any other information that indic…
-
We have an "Alcohol and Drug" policy in our handbook. Regarding alcohol, it states that the consumption and/or possession of alcohol on the premises of the Company is prohibited at any time, except for express business social events on the premises…
-
We are considering using Kronos for both time keeping and cost tracking also. I looked at another time and attendance system last year, but the product was not sophisticated enough to also track costs. Based on the Kronos demonstrations and my res…
-
Will you also share your turnover report with me, too? [email]lisa.wolf@iwireless.com[/email] Thanks!
-
Rockie, When determining whether our IT positions are exempt or non exempt, I have found it helpful to compare the job description to the infomation regarding FLSA on the Department Of Labor website. [url]http://www.dol.gov/esa/regs/compliance/…
-
Paul, you may also want to remind your supervisor that although this is not a company sposored event that supervisors are held to a higher standard. Anytime a supervisor is out with direct reports, they have to remember that they are wearing their …
-
I agree with Brother Bluto that by saying half now and half later under said conditions, the employer could be held to an implied contract. What I would consider doing is offering a market adjustment now up to the amount that you feel his perform…