NaeNae55
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- NaeNae55
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Comments
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We do not pay ot unless the employee actually [B]worked[/B] over 40 hours. So if an employee is out on Monday (8 hrs) and then works 35 hours the rest of the week they would be paid for a total of 43 hours regular time (or we would allow them to su…
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I just read that FB is taking a stand. Passwords should be protected, etc etc. The balloon fills quickly, but before it bursts the air is let out again. Isn't life interesting?
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Paul, I laughed so loud I had to call another employee in here to share. Maybe Celeste should tweet your post. It's just that old pendulum thing, Celeste. The practice of checking social media sites has become an accepted part of background chec…
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Apparently no other forumites wanted to share their thoughts on this issue. I found a good blog to share though, by Jack Welch, who has some interesting insights. [url]http://blogs.reuters.com/jack-and-suzy-welch/2012/03/23/goldman-and-the-culture…
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Our company policy is that all new hires report to HR first. We get the paperwork and orientation (where the lounge is, lunch rules, etc) out of the way before the employee reports to their department. This helps supervisors take care of any begin…
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Welcome to the forum! Due to automatic deposits we have not had to reissue a paycheck for years. Our policy has not changed though. The employee must sign an avidavit that they have not cashed the check and will not cash it should they find it. …
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The FMLA requires a minimum of 12 weeks of unpaid leave. You can require your employees to take available leave concurrently, just as you can add work comp and other leaves to be used concurrently. Example: They have 5 weeks of leave available, an…
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They are dyed red or green to cover stains that make them look unappetizing. BTW, Welcome to the Forum!
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jdarrough: Sounds like you got the worst of it at your previous employer. I absolutely agree that if there are pets there should be rules. Animals should have limited areas, and those that break rules (accidents, barking, biting and fighting with…
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All you have to do is have someone relax their guard and put the question the wrong way, or perhaps have something happen and the employee tie it back to you asking the question. Your older employee can feel you are pressuring them to retire, no ma…
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We have some of the same issues but determined that we CANNOT ask. Instead, we have made general comments at employee meetings that if anyone is planning to leave or retire within the next budget cycle to please give us a heads up as soon as possib…
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[QUOTE=cnghr;723762]Personally, it would be stressful for me to bring my dog to work, but that is because my dog is a 95-pound husky/lab mix who, at age 2.5, is still very puppyish in a lot of her behaviors. She's very much a daddy's girl and consta…
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I know more and more places are allowing pets at work. We don't do so here. Not everyone is a pet lover, and some people really hate the hair or have allergies. Personally, I would LOVE to bring one of my pets to work with me. I think animals ke…
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Sorry, but I don't know what CalChamber is. Could you clarify? I can tell you I joined this site as a complete newby around 2002 or 2003. Within a few months I had learned a ton and continue to see it as one of my most valuable resources. It is …
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1) I am very fortunate to have worked for some years for a wonderful CEO. We have seldom had employees leave because they were unhappy with our company. We can truly say we always made an effort to make an unhappy employee feel differently. Someti…
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What is his legitimate business purpose? Frankly, I can't imagine one. I think you are setting yourself up for a discimination claim if you run checks (not to mention the waste of resources) before you are ready to hire. Select the best person fo…
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[QUOTE=Holly Jones;723738] We're a friendly bunch (well, mostly)! [/QUOTE] Ha! Post for yourself!
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Both.
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Where's the 'Like' button when you need it?
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Oh yes! I did know the answer to who was emperor when Jesus was born. I also knew where the Volga river was. Ta-da! I am not feeling nearly as stupid as I did yesterday.
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We ALL would be.
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Thank you, Paul, for proving my point about using 3rd parties for assessments. It is really important to have someone who actually knows what they are doing perform the assessment. O:) Someone put playing cafe world as my employer, and it wasn't …
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I don't think I knew any of the answers.
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My mother used irregardless a great deal in her conversation so I grew up hearing it often. After I became an adult she mentioned how irritated she would become at herself when she used it. That was how I found out it wasn't really a word.
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You have 3 options for counting leave. Look forward, look backward, or calendar year. If you use the calendar year (12 weeks per calendar year), you might have to give an employee 24 weeks leave in one stretch (12 weeks end of year 1 and 12 weeks …
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My understanding is that there is a very narrow scope when using this. On that basis, and if it was a third party doing the checking, I would be ok with this on some job positions. It is not a fit for everyone, and would only be one factor to look…
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If an employee wants a religious accomodation you absolutely can ask what religion and what reason. If in doubt, you can check to see if it is a legitmate religion (and not like the Church of Body Modification which was legally held not to be a leg…
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Agree with Dutch. If they normally work 37.5 hours but have to work 42, you would pay them 40 at regular time and 2 at time and a half. You can label any amount of hours as full time, but the FLSA says anything over 40 is overtime. This assumes y…
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Unless you have state laws or company policies that state otherwise, if their FMLA time has run out so have their FMLA rights. If you are now accomodating them by giving them more time off, you have entered into an ADA situation which does not requ…
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Ah, your question is more complicated than I first realized. I think it comes down to culture and business needs. We don't have a lot of FMLA users, and we do allow people to make up their time. If we had someone who needed a lot of physical ther…