MS HR
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I THINK you did a great job. Go for it! One minor consideration is the person who doesn't read well; can they have the test read to them? What about a visually handicapped person? On the whole, though, great job.
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thank you (again) mr. irby. the employee was only gone for 90 days and will be allowed to continue his training when he returns and get promoted upon completion of the training.
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i agree Marc: do it without hesitation.
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yours seems very much in-line with many others that i know of. two things though: 1. can leave be rolled over from year to year? 2. do they get the leave on the first of the year? if so, if they terminate on the second day of the year you must pay t…
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lora, check closely for the timeframes and be strict about it. if they are specifically entitled to review it after one year, don't do it if it is one year and one minute.
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>. Do I have to give her a copy of >everything in her file? Does she have a right to >inspect/copy/see it? > >Thanks for the advice. An ex-employee does not have a right to review their files. And they definitely do not have…
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why would a person cut their hours in order to deal with financial problems? i would think unemployment would find the reduction voluntary and not award benefits.
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I'll bite: What is IMHO?
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i do think that somewhere down the line you need to confront him about his lying regarding the type of hospital treatment he received.
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just have him provide you with a fitness to return to duty from a doctor (don't specify mental health.) then you are in the clear to let him return. supervisor has no need to know other than the man was ill. check with local law enforcemtn to see if…
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THE PROblem with employee's children could be child labor laws if too young, employee liability problems on the job, and do you have enough jobs available for all employees' children? i would go ahead and recruit at the local high school for seniors…
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If it qualifies as >exempt so be it, if not it's hourly no matter >how loud someone whines. > >The point, GB, is that even if the duties qualify for exempt-hood, management can still designate it as non-exempt and pay for hours work…
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i simply told the person that it was a management decision to pay him in full for the hours he works and i left it at that. no explanation is necessary. and he can't complain the d.o.l. because you are paying him in full for the hours he works. …
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>Think about putting him back to hourly. That >will more closely align attendance with pay, >maybe it will effect his mindset. put him back on hourly. you can always do this without the wrath of d.o.l. It's when you go the other …
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>I think it's a shame so many of you have such >ungrounded fear. call is long time experience. wait until your first law suit for defamation of character, or........?...........then you'll see why caution is the rule of the day.
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i could report as a worker's comp injury that i aggravated a knee injury i suffered playing football in the first grade. i am allowed to make the claim, BUT THE BURDEN OF PROOF IS ON ME (witnesses, etc.)TO SHOW THE NEXUS BETWEEN MY WORK AND THE ALL…
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To win unemployment claim you would have to show that she knew better and deliberately, maliciously, willfully, etc. falsified records or broke your policy. I will still go with termination because she could cause you a lot more in bad p.r. or damag…
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tell her to pack her bags immediately, be sure to turn in her keys, and escort her out before she can do any damage to your data files.
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employees can identify themselves as to ethnicity any way they want and you have to accept it.
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>One more question then I am done for the day, if we change his status >to non-exempt would he be entitled to the OT hours he may have worked >previous to the change?
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you're very welcome! Glad we could be of help. Maybe someday you can do the same for us.
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In as uncomplicated terms as possible, the federal government is concerned that you must always pay time and a half for overtime unless you can find a reason not to (i.e., find that the duties are exempt). Thus, if you want to pay everyone includi…
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You can always change from exempt to non-exempt. You just can't do it from non-exempt to exempt unless the duties meet the exemption requirements 80% of the time. But in going from exempt to non-exempt you are also doing the same for all others w…
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If you have a written policy or collective bargaining agreement you definitely need to follow it. If you are covered by DOT regulations, I think you are justified in observing and testing.
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>Even stuff that's green and moves on its own will be stolen. Hey Don. Are you making fun of Louisiana food????
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thanks don. good thoughts. appreciate yours and everyone else's.
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thanks for your idea. the trouble is getting people together to pass judgement on these salespeople and dare say if you let one in and not another, you had best be prepared to defend your actions in court. On the other side if you say no, the first…
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I don't know of any law, rule, or regulation that supports your comment, but I am open to a learning experience if there is such an animal.
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Paying mileage is a perk that is not mandated by any agency that I know of. Employees ought to be glad they are getting what they can from management. I've been with companies that won't pay mileage and you have a choice to either take it or take th…
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We have a policy of not even verifying an employee works for us without written authorization from the employee. This stops all the bill collectors in their tracks as most do not have written authorization.