Nick Ogden
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- Nick Ogden
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I use a 30-60-90 day written performance review form for all employees. If done in a clear and objective manner, you have all the documentation you need for releasing the person. The key is to be absolutely honest in the evaluiation. No new emplo…
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It sounds like you could use a "reasonable suspicion" policy. If the indivudual acts in an unusual manner that can be documnented and witnessed by more than one party; take her in for a drug/alcohol test. If it proves positive, boy would that be l…
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The employee is reqired to do the job; regardless of the time it takes. It works both ways, you should not deduct pay if they have not showed (given they tried to get to work).The exept gives you many hours of "unpaid" time at other times; if you d…
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The manager that "hit" the guy; was that person a 107 lb. woman or a 280 lb. lineman for Georgia? I'd suggest that in the future you have a company policy stating that 2 company reps be in the same room with someone taking their personal items from…
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He can claim UI benifits. You can't stop him because the terminaition was not his fault. Inability to perform job is not a basis for denying UI benifits.
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Without question; the employer can be liable for any injury to the employee or any third party (i.e. a car wreck). Unfortunately, we live in a litigeous environment.