POPEYE
About
- Username
- POPEYE
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Our "unwritten" policy has been that if an evaluation is late, we retro back to the anniversary date. Whatever you choose to do just make sure you are consistent across the board.
-
Thanks, SMace. Had I read all of the posts I would have picked up on the reason for the comment.
-
>All of our supervisors are men and so far there >has not been a morale issue. I had a long >discussion with the Plant Superintendent and we >agreed the the new supervisor will be on a 90 >day evaluation period and if he make…
-
>Second shift pays more than third? Do you have more problems filling >second? Yes, believe it or not. This is the first place I have ever worked that has been this way but when I first came on board we were paying 5% premium for both …
-
We give a 5% of hourly wage for 3rd and a 7.5% for 2nd. It has definitely helped our recruiting for 2nd shift. Manufacturing in TN.
-
Each of our supervisors do track their own employees attendance. Each EE (approx. 350) has a 12 month attendance calendar on which any and all absences are recorded each week when the supervisor signs the time cards. Each sup is responsible for a…
-
We operate under a "No Fault" policy and record attendance incidents. Any absence, tardy at the beginning of a shift or from lunch or leaving shift early is an incident. We allow 4 in a rolling 6 month period, on the 5th is a written warning, 6 = …
-
Ditto to Don D.
-
We only advance one pay period ahead if a vacation has been scheduled. That is if an EE has requested and been approved for vacation next week, they can request and receive that check this week. The vacation has been earned so even if they don't r…
-
I agree with D-T-M. You will have much less controversy when there is a lesser amount on the next check than if you try to take back money that is probably long ago spent.
-
From what I understand, the "PROPOSAL" has been sent to selected companies for review and comment. These comments will then be evaluated (yea right) and taken under advisement before it becomes law. If my memory serves me right, the law has not be…
-
At a previous employer, we were given a $75. per day advance to cover meals and lodging. The breakdown was as follows: Breakfast $6 Lunch $6 Dinner $13 Room $50. We were required to submit receipts for the room but not meals. If the room was o…
-
I agree with Rockie that you may not deduct. Is it essential that all 15 doors be accessible from the outside? If not, and if a keyless system is not feasible, what about eliminating the locks to the non-essential doors. Maybe that would cut down…
-
We do not currently have this scenario but in a past life, the EE was given a flat amount for carrying the pager for the week-end. It was their responsibility to report within an hour or make arrangements with another qualified EE to cover the call…
-
Unless there is some obscure law that I am not aware of, you may NOT pay as you have posted. Overtime @ 1.5 must be paid for time worked over 40 hours. There may be some law for agricultural positions that I am not familiar with.
-
Don - Glad to see dilly dallied used. I threw out that term a couple of weeks ago to some of our supervisors concerning documentation and they just looked at me blankly wondering what in the world are you saying. Guess they thought it was a new HR…
-
What does your attendance / tardy policy state? That should be the first place you turn to. If policy states that they are at termination stage then that's what should happen irregardless of length of service or quality of work. Consistency is th…
-
We have a form for all EEs to fill out each year with a box to check by the appropriate item and sign and date the form: I am enrolled and wish to continue I am enrolled and wish to discontinue I am not enrolled and choose not to enroll I am not…
-
We never enroll a Cobra participant until our TPA receives the first premium. If your carrier values your business, they may be willing to refund what you have paid and terminate coverage back to Sept. 1. I really don't think the climb would be w…
-
The first thing I would do is discontinue the 1 on 1 meetings and have 1 open enrollment meeting to answer questions. As your company grows, you will not have time to babysit each EE when it is time to fill out paperwork. Maybe that occasional spec…
-
If there is no spouse or dependent coverage to consider, I agree with your plan of action. Your EE can probably get governmental coverage a whole lot cheaper. And....find you a new Benefits Specialist!!!!!!! No Waiting Period upon return!
-
I had a friend that was such a vendor. It is actually a brokerage type position that has contacts with realtors or rental agents, moving companies, mortgage companies, and the chamber of commerce for the city a person is moving to. They provide in…
-
Whatever is absolutely correct. Our policy states than an EE must be "actively" at work to enroll. Not on any type leave.
-
It will depend on how the plan is written concerning PreX conditions.
-
First of all Sheila, welcome to the forum and PLEASE unlock your caps when posting. Secondly, "Termination the only answer?" I would hope that termination would be your last option. Without knowing more about your application, screening and testi…
-
????? Since this potentially would be a fraud situation, would the insurance carrier consider that "Gross-Misconduct" and it not qualify for Cobra consideration????
-
I don't have a policy to share, (other than we have a No Re-employment policy except under certain medical conditions), but I do have a couple of questions you need to consider before allowing this. What criteria will you use to choose who returns …
-
Almost ditto to Kathy. If an EE's normal scheduled day to work falls on a holiday that we are closed, they get whatever amount of hours they were scheduled for. If they are not scheduled for the day of the holiday, they get 8 hrs. regardless of wh…