NaeNae55
About
- Username
- NaeNae55
- Joined
- Visits
- 3
- Last Active
- Roles
- Guest, Member
Comments
-
Is she receiving treatment? If it is an ongoing medical condition that is being treated, then FMLA is applicable. The best way to know is to give the employee the paperwork. She can then take it to her doctor. If the doctor says it is migraines,…
-
I have never worked in a repair shop, but I had a cousin who did. They paid him by the piece instead of by the hour. He got 50% of everything they charged. I don't know how that exactly works, so maybe someone else on here can help you with that …
-
Welcome to the Forum sheevans! If they are on the clock, you have to pay them. If your employer does not have enough work, he should consider sending employees home or laying people off. Do you have a policy for sending employees home when there …
-
I don't equate 'speaking the whole truth and nothing but the truth' with honesty. Sometimes I step out there though. Last year I called an applicant just to tell her that her resume was messed up. I was as nice and polite as possible, and let her…
-
[QUOTE=ACU Frank;721730] In the past six months alone, I've hired three who fit that category and lost all three. The durations - 3 days, 6 days, 4 months. Two more accepted offers and cancelled a few days before they were supposed to start. Five …
-
I can't help wondering at the motive behind this. Could it be an attempt to reduce the number of applicants? I remember running an ad in the early 80's during our last really big economic downturn. I got hundreds of applicants for a job that norm…
-
If it is work release, they may well have him in jail during his days off so he doesn't lose his job.
-
I am really surprised at this. My only consideration regarding someone who is unemployed is why they are unemployed. In this economy, it is hardly worth asking. In a good economy, I might be more cautious. As long as I am not concerned about the…
-
Just curious, but how long is he in for?
-
Wendi, Do you have any idea how accurate they have been in the past? It makes a difference on how much we all panic.
-
I stand corrected. Thanks, Sharon!
-
Gosh. It's almost like we're married (shudder).
-
I don't believe there is a specific federal law that outlines how long you keep them. It is generally accepted that an employer should keep them one year. The time frame comes from protecting yourself from employment discrimination charges. You s…
-
Coffee is right, and so is kdigangi. Let them know your attendance expectations, and then let them know again. Explain that others count on them to be there, and that they should always come in unless they are contagious or UNABLE to work. Good l…
-
Put your finger on your head and maybe it will come to you.
-
Gee. Sounds interesting to me, and no doubt Frank could get a lot out of at least one of the articles. \:D/
-
I recently read that only 4% of companies pay employees regular pay when they are closed due to weather. Most have the employees use PTO time. What if you have a tornado or something that closes you down for a week or more? Will you still pay the…
-
[QUOTE=tiles52;721654] We are now looking at revising the policy to state that if our offices/facilities are closed, exempt staff will be required to use accrued PTO. Obviously, since they are exempt, they will still be paid whether or not they have…
-
I have a question. Does this mean that an employee who was treated illegally may end up being left out in the cold because the settlement won't be big enough for the lawyers who work on a contingency fee?
-
There are 2 different qualifications, not one. The 12 month employment period is a one time qualification. Once they meet it, they are permenently qualified for FMLA, provided they meet all other qualifications. The 1250 hours qualification is an…
-
Dutch, about 50 miles southeast of us they got a foot and a half last night. We got around 4-5 inches. I had driven to KC to see a niece who was there on business (hadn't seen her for 8-10 years), and the 90 minute drive home was interesting to sa…
-
I wouldn't put exceptions in the policy. As a business, you can make exceptions on a case by case basis. If you put exceptions in your policy they you will constantly be trying to figure out if the circumstances fit (and having employees working i…
-
Coffee, I think you just have to call this person, explain what happened, and follow it up with a letter. It is possible this person can go to his/her current employer and tell them they decided they didn't want to leave after all (which is true si…
-
Hey Pantsless: Did you forget about him who cannot be named? Doesn't that qualify as a former poster? I don't think you can count it as a sabbatical when it isn't their choice. BTW, thank you for the compliment regarding the smut industry. As s…
-
6-feet?!!!!! We had snow higher on the steps leading up to our porch than on the porch itself, snow between the storm door and the front door, snow in the garage next to the back door (it was closed), but nothing like a 6 ft drift. The craziest th…
-
Some employees think they might need it later and so want to save it. The employee doesn't really get a choice though. It is up to the employer to designate leave as FMLA or not. This employee probably doesn't understand and thinks they can sav…
-
We are doing a little better here in Kansas. We only got 9.1 inches in Topeka. It seemed more though since we still had so much on the ground from the 8.7 we got in the last snow storm. This makes 3 since Jan 10th, with a total of around 26 inche…
-
[QUOTE=ACU Frank;721551]But the individual mandate [B]is[/B] to protect others... to protect them from having to pay for the uninsured.[/QUOTE] Let's hope it works. It seems to me we will all be paying, one way or another. Either by paying higher…
-
I don't think it's the same thing Frank. Auto liability is to protect others, not you, if you are in an accident. HCR conceptually will benefit everyone (healthier people and fewer using state paid care so less taxes), and ideally will help indivi…
-
Our policy states that employes must submit reimbursable expenses by the 15th of the following month or it will not be reimbursed. Otherwise it is almost impossible to get expenses recorded in the correct month. We have denied reimbursements based…