POPEYE
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Don't know what to think of this compliment passing between Stilldazed and Don D.
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I would concur with Don's advice and add this. If you are subject to FMLA, and the EE gives you an inkling of a possible qualifying circumstance, by the REGS you are required to notify her in writing of her rights and responsibilites of FMLA entitl…
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Presently when we bring a staffing employee on regular, they start from 0 as far as any accrual of benefit time. I did work for a few years in the staffing industry and some of the client companies allowed the EE to accrue time from the begining of…
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I would have to agree with Whatever. I worked for a National Dept. Store which sold men's clothing but I liked and bought most of my clothes at a competitor. I'm sure glad that my supervisor/manager didn't want to terminate me for that. Unless yo…
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I would agree with the above posters. Loyalty is something that you have to get the old fashion way, EARN IT. You could talk loyalty during an interview or during orientation until your blue in the face and if you don't foster it with meaningful e…
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Hey HRQ - Their just trying to drum up business.
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From the pure legal standpoint, unless she has a valid "Power of Attorney" to handle financial matters, your hands are tied and you could not make any changes. However, from a moral standpoint, this is one of those times that you may want to disreg…
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We are fortunate in that our lab comes on-site to do our random testing. However, we do on occasion transport EEs from one location to another and utilize both company and personal vehicles. We require (and pick up the tab) that anyone who uses th…
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We have a very detailed 2 week orientation program. Regardless of what shift an EE will be working, everyone attends orientation / training on 1st shift. I will E-mail you the checklist that we use for our documentation for ISO.
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Ditto to Ray. When I get the verbal the MRO has already contacted the EE so it really comes as no surprise to them when their supervisor advises them of the results and the termination.
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Do you have a written policy covering restrictions and notification? You stated she has submitted notes when she has been absent so it sounds like she is trying to abide by some policy. Have you had other similiar situations? If so, how did you h…
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If you will do a web search with either Google or MSN looking for "Myers-Briggs personality tests, you will get several hits with good information and contacts.
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>On a monthly basis my company wants recognize an >employee that has gone "above and beyond". >Someone who has exceeded expectation and or >contributed to the long-term success of our >facility. What I want to do is select o…
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Luckily the drivers of our company vehicles don't smoke or chew so we have not had to address that. We do have smoking and non-smoking breakrooms and provide other designated smoking areas outside. Sorry I couldn't give you more info. Just curiou…
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I would check with your local Fire Department for local codes concerning your "prepardness". Your insurance carrier may also have requirements concerning drills.
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If I were a betting man, I'd bet the house that my reference to those there training videos from that there company down here in Bent-Woods TN will remain posted. Do you call that "selective" censoring???
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Absolutely.
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We do have required training material for supervisors. Being ISO certified also requires that we have verification of training so we also have assessment / validation testing after each part of our training. Other than the site specific training, …
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We check every county they have lived or worked in for the past 7 years.
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The only thing I would say that you did or are going to do wrong was allowing any EE to begin employment until ALL post-offer testing or checks are returned and approved by HR. We have heard/read so many times just on this forum of the same type sc…
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Thanks for the input. After discussion with those involved we have moved forward and I just posted the notice of the change.
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Yes there are 2 EEs who have expressed opposition based on their beliefs. That actually was the basis for my question of legal ramifications.
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Our Safety / Security manager is a certified trainer and we provide mandatory training for all management and supervisors annually for CPR, First Aid and AED. Our local Red Cross offers a certification class for trainers very reasonably and also pr…
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>During the hiring process, I ran a background >check on a potential employee and a red flag >came up. When the applicant gave written >permission to run the background check they >noted that this red flag would show up, alth…
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I would ditto Parabeagle's post. It does not sound like you have done anything wrong other than use the word "terminate" in your original post which you have explained. Having been in the staffing industry for several years and now use 12-18 staff…
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Your understanding is correct. The staffing employee is "under the ERs control and would go on the OSHA 300 log.
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>I'm trying to figure out what is an 'older woman' with 'kids home sick >from school'. Maybe she IS being treated differently. Don, I had the same thoughts until I re-read the post. There are two seperate Ees. One single mom and another …
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I E-mailed you a sketch of our verbage on Safety disciplinary process.
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We allow anyone who has more than 80 hours accured to cash out any portion over the 80 hours. We do stipulate a cut-off date each year so that we are not hit the last pay period of the year with 200+ requests.
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As my daddy did when my brothers and I had differences and could not seem to work them out, we had to sit down with him and decide who did what, who thought what, what are we going to do..... So sometimes we have to deal with EE/Supervisor situatio…