POPEYE
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I had an assistant manager that stormed into my office last week when I sent him a notice that his time away would be counted against his entitlement. He informed me that he was a member of management and that he should not be treated like one of t…
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Yes, you are correct. You just need to make certain that you are consistent with it and that includes management.
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Check out sections 825.209 - 825.213 of the FMLA regs. It specifically outlines your obligations as far as notification and the EE's responsibility for staying current.
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Crawfod - Like you, I don't want to be anal about this and this is why I don't like "E-mail" to try and explain something. Maybe we can meet in Hendersonville one day for lunch and hash this out. You are correct that the REGS do not ever refer to …
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Double D, This does not become an issue until close to terminate stage. That's why I brought it up since the original poster mentioned termination. According to the DOL investigator that handled a "complaint" situation a few years ago, if leave t…
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If you only calculate by the week, then you are correct. However, most everyone calculates leave time by the hours, 40/week for a total of 480, and that is where the OT implications come into play. I think we are both thinking the same, just in di…
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This is a response to Crawfod about the OT and awarding of extra hours. If an EE works any OT during the 12 weeks prior to taking leave, you must take all hours worked during that period and average them to calculate the EE's "normal" work week. T…
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As long as you don't have any other available leave time that you offer or have offered to others, yes, you may terminate. Just to be safe, you may want to take a look to make sure that your EE did not work a lot of OT during the prior 12 months. …
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I'd be finding another testing company that wasn't going to hi-jack you for the after-hours testing.
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Why would you not want to pay an EE for fulfilling their civic obligation? Think how it would reflect on your company not to mention the morale issue of your EEs. If one of our EEs were to be on a lengthly trial, we would pay the difference betwee…
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Should we have a standard communication piece? > > Yes. XXXXX no longer works here.
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I've never had the problem of not being respected or acknowledged as a member of management, but I have addressed some of the other issues you mentioned. Before approaching the decision makers, have a plan. Have good documentation as to what you ar…
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Marc, I usually agree with 99.9% of your posts but must disagree this time. What if there are 10 others that this has happened to that have never spoke up and "the next time" that something happens is more severe and several people complain and it …
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All of the responses are correct but must be consistently administered per your policy. If you allow accrual for Mary Jane taking PTO to go to Bermuda then you must allow Rodney Joe to accrue time when out on FMLA for open heart surgery. Policy - …
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>Recently I read an article (can't remember >where) about conducting final interviews over >dinner. A qualified candidate was ruled out >because when his food arrived, he salted >everything on his plate without tasting it &…
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>that he's opening the door for you, now you have >to get your foot in there and slowly work your >way in. > Gene - This sounds like the old door to door salesman tactic. Do you have that on your resume?
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I think down deep you know the answer. Consistency, consistency, consistency. Follow your policy.
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What? No plasma TV screens and surround sound?
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under TS16949. Is that anything like BR549???? If anyone wonders what that is, think JR. Samples!!! My experiences with EE surveys has led me to the opinion that they are useless. Your results are totally on "What have you done for me late…
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Currently running three 8 hour shifts M-F and as I said have been working both week-end days for several months with no end in sight and we are concerned about the health and safety of our over-worked EEs.
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That's too easy. On top of that, my religion of choice requires that I dance a jig across the top of the water and at the same time, drown a silver-backed minnow.
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DonD - What you described is exactly where we have and are since the middle of August except we have been working both Sat. and Sun. We are trying to devise the scheduling so that OT will be held to a minimum and we won't totally destroy our good…
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Marc is absolutely right on. The damage this individual might cause with the attitude you described could end up costing you a whole lot more than absorbing the hit of unemployment.
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As Don said, our turnover was slightly under 10% last year but we have been in a growth mode. Hired 28 clerical and 12 manufacturing EEs last year. Currently have approx. 110 clerical and 200 manufacturing EE's. 26 manufacturing and 9 clerical st…
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[font size="1" color="#FF0000"]LAST EDITED ON 02-08-05 AT 07:49AM (CST)[/font][br][br]Thank goodness that is one area that I don't have to deal with. We give that autonomy to each supervisor with final approval coming from the Dept. Mgr. As long a…
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I did sleep at a Holiday Inn Express a few weeks ago. Guess I could be whatever I wanted to be!
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I yam what I yam and that's the ELECTED secretary for the Human Resources Association of Middle Tennessee!!!!
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FYI update: Bob Weime Specialized Security Consultants 615-444-1455
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The gentleman's name was Bob Weime and he owns his own security consulting company. He spoke on hostile terminations, threat assessments and handling critical incidents in the workplace. He does a lot of work for the NFL and has actually been a con…
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Almost ditto, ditto, ditto to HRinFL. It would seem almost impossible to have an EE handbook without policies and procedures and here's what we offer you and here's what we expect from you.