Mel in CO
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- Mel in CO
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Okay, as a former Cheerleader I have to chime in on this message. I do take some offense to NicholeLee's "cheer bashing" message however I did get use to it over the years in High School. I was in a bunch of sports - Volleyball, Basketball, Baseba…
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This information does assist me. Thank you for your advice / knowledge. Mel
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Anne, thank you so much for your advice. Your reply has helped me out. This employee was working for us both on a temporary basis and through a temporary agency. What happened was she was working in one of our other departments to get us through …
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I have to admit that I am surprised that her temp employment time with the organization would count toward her eligibility for leave. We don't count her temp employment toward any of other employment considerations (vacation leave, insurance enroll…
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We are not wanting to terminate this employee, this employee has been great for us. We are just wanting to see if we could send the employee home if they are really ill. This employee kept working when they probably shouldn't have and we didn't ha…
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Thank you for your input; I think that I will take Parabeagle's suggestion and write this into our policy.
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I completely agree that the VP is being a bit anal about this situation. Thank you everyone for your assistance on this issue.
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I did have the employee send me an email with the date change. Can I still deduct them for the day or use their vacation since they moved up their resignation date?
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I did that also; I highlighted all of the areas that they needed to complete and most of them stopped by my office to discuss the paperwork also which I always encourage. My thought is the same as yours; I think that the employee should complete th…
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We actually ask employees to identify themselves on a peer evaluation form however the only people that know which employee said what are me (HR), the supervisor, and the Customer Service Director since he reviews the review. That way, if a supervi…
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I think that the dd problem is both your CFO's problem and the bank's problem. The bank should be able to assist the CFO in pin-pointing the problem(s) and they should work together on resolving the issue(s). Since you are paid weekly this may not…
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I actually supervise a team of four individuals in our Accounting/Administration area (two are FT employees and two are PT employees). I have also had the same concerns that you arise that the employees really don't have an HR Advocate for them sin…
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I actually have a normal practice of emailing new / revised policies out to my employees. I do ask that an acknowledgement form is signed and returned to me by a specified date. I don't actually keep a read receipt of the email although it is not …
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>I want to know more about Colorado, and its gangrene level. Oops! Egg on my forum face. You know, it does get pretty cold out here in CO! :-)
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Okay, I guess that my employment attorney was incorrect then with his advise?! We were advised that a salaried individual always receives their full salary pay regardless of resignation/termination date. We were advised that if we didn't give the …
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I agree with all posts that you should check your state laws before proceeding. In this situation you are dealing with a resignation situation and not a termination situation - that will make a difference in most states on how you proceed with this…
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Thank you Don D. This is the type of information that I was exactly looking for. I'm glad to hear that I don't have to monitor the situation. I am always a bit leery of a company's liability in these types of situations. Thank you again for your…
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I understand that compliance with restrictions isn't negotiable but the problem that I am having is just getting restriction information from the employee - they are fighting me every which way to not provide me with that information. I think that …
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Here is a sample of the policy that I am utilizing. A few points to note are that at my organization we provide individuals with the cellular telephone and the hands-free materials. (Company) requires the safe use of cellular telephones by employe…
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I don't think that you can take any action against this employee at the present time since all you are working with right now are rumors and not hard facts. How did you even find out that the employee even possibly stole money from the previous emp…
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>We don't assume that the declined candidate will think it's due to their >credit report....if their credit and criminal background is "clean" >then why would they assume that they weren't selected because of the >report? I've never,…
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>I disagree. If the report had nothing to do with the decision why >send a copy to them? You are correct, the report has to be sent to them by law (if they ask for it) but why wait for them to contact you? Why open the door for them t…
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I think that you should still send out the report - even if the report is blank. This just ensures that you are consistent with every applicant that walks through your company regardless of your hiring decision. Then, I would also document why the…
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I think that you do stand a chance of a wrongful discharge claim. I don’t think that it would be a huge lawsuit but there would probably be an unemployment case to follow if she was terminated. I think you are correct that since this was an exchan…
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We have many remote / telecommuting employees at my organization and we had to enact a proper cell phone usage policy. Here is a snippet of the verbiage that we utilize: "(Company) requires the safe use of cellular telephones by employees who use …
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I guess that I have a few questions first. Are you in an HR position or more of a management position? If you are not in HR, do you have an HR representative that can assist with this issue? Finally, I guess I have a question as to what you mean …
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I think that my first question would be why does the lawyer want the employee file? What is the employee claiming now through his attorney – discrimination? I think that before any more documents are released, you need to understand why his attorn…
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Unfortunately, I think that there is no remedy in this situation as far as the organization is concerned however I will be interested in other's replies to this situation. We actually had this issue with individuals in a FAC (Friday Afternoon Club)…
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Boy, this sounds like a very messy situation. I hope that the head of HR was pleased with the documentation; I just had a family member pass away and I think that I would have been upset if I was asked to "prove" that my family member passed away. …
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We are a small organization (45 ees) and we give all of our employee's Visa Credit Cards to utilize while traveling so we sometimes encounter this situation. When a new employee starts with the organization, I verbally tell them that a good "rule o…