MS HR
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go ahead and rescind in writing. i assume you are an at-will employer as most states are. it makes more sense than hiring him for 5 minutes and then terminating him. i would also not tell him for the reason for the rescinding letter.
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thanks, Don. will call madison county fd.
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you're first duty is to the employer, not the ex-employee. do not respond as it will develop into a he-said, she-said and what if, by chance, the source now says that it never happened? re-hire? i think not, but an employment lawyer will have y…
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no way! don't do it. it's b.s. what she's telling you and you're opening a can of worms and possible lawsuit.
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we don't use arbitration because we don't want to expose the expenditure of public funds to an "arbitrator" because the public perception is that arbitrators do not carry legal authority to authorize the expenditure of funds.
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we us a patient satisfaction survey administered by an outside company. it asks questions such as ease of setting appointments, time of wait to get appointment, time of wait once in the office, did health professional answer questions satisfactorily…
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>1) Maybe one will occur to me tomorrow. If it >does, I'll get back with you. If you cancel your employment offer because of a physical disqualifier you've got ADA issues.
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how about attacking a policy of residency requirements. such a requirement narrows eligibility lists, excludes top quality candidates from nearby cities, doesn't take into consideration that populations can commute much faster nowadays, and puts ne…
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i think you're a little high. 23-25 would seem about right.
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waivers can always be "unwaived" but having a written waiver could be a benefit if the "unwaivering" is reviewed.
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nope. an employer can require clock punching as a matter of documenting that an employee did any work that day. the only prohibition is docking from pay. you can dock from accrued leave. just don't dock from pay. (and even then in certain circumstan…
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i think I have to disagree, (but i'm willing to learn if i'm wrong): i don't believe the travel to the training site on sunday is reimburseable other than for mileage. (a)if the employee went to the office first and then the work site, it would be.…
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Shellie, There is nothing in the law that says an employee must take a lunch break. Of course you must pay them for hours worked. BUT, what about productivity the last hour of the day when hunger/fatigue is sure to set in? BUT, what about other empl…
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>Hope this helps. > >PORK > >Wow! You definitely have put some time and effort into this. I will "steal" your idea and use it if I need to do the factoring somewhere down the road. thanks so much for all who replied.
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thank you mr.irby. at least that's a starting point and i appreciate it very much.
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thanks everyone. i found an outside source in california that will do everything for about $12 per employee. it's call fringefacts.com at 1-800-533-1388
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very good point. and thanks to all who took the time to reply.
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>do a search on the top link within the forum >under hidden paychecks. i did that but only come up with my original post. am i not doing something right?
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what's the answer? i think i know but would like the benefit of your recent experience.
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could it be she was worried about a blood test showing positive for...... ??????
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how about resignation in lieu of termination?
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i believe you owe them 1.5 for hours worked over 40 regardless of the company's generosity on the holiday pay. so i think you do owe them 8 x 1.5 for hours 40-48.
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good question. we (a municipality) consider "safety sensitive" positions to be all employees of the police department and firefighters (and their supervisors) as sensitive positions. we also test all employees who drive a city vehicle or operate ci…
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some industries have done surveys to indicate optimal staffing ratios. check with a national organization in your industry.
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thank you mushroomHR. that's what i thought; only i have a very pushy supervisor and an employee that pushes the limits.
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previous post should indicate that the financial package is, of course, after hiring and assuming the graduation took place after the hire date. sorry for any muddling of this thread.
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we give an educational incentive of x number of dollars per pay period from the date of graduation. possibly this could be for financial benefit determination?
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depends on AZ state laws regarding privacy of personnel records. my guess tho would be that they would be entitled as they are 'the (eventual) supervisors. '
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can you see the lawsuit now when an employee says i didn't fill out the form. all i did was sign it and it wasn't what i wanted..........yadda yadda yadda. highlighting the employee's options is more than enough. ps/i'm the plan administrator and…
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good point