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"Dandy Don" the post does not read that clear! If they have a discipline policy in place and there is no doubt that the individual was Drunk on company property, they could seperate the employer/employee relationship without to much fear of a discr…
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Regulations Part 541.118(a)(4)covers the ground rules. "Penalities impoised in good faith for infractions of Safety rules of major significance will not effect the employee's salaried status"! To stay safe on this one, I recommend when discipline …
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10 hours of work for $6.00 per hour for physical work is $60.00 a week. Give the lady a $60.00 a week increase and save the good manager. Then tell the manager of the other department, when ever she needs to bring Suezy Q some work on extra proble…
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James, of course, is absolutely right, pull out your handy dandy policy on EAP. Get an assessment from the chain of authority on how much time and entergy does the company want to spend on this person. Refer and place the ee on a personal leave of…
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we could begin to track these "NOMADS" if our government would give us a method of registration, which would make a believer out of the "NOMADS" that we are not going to pick up all 6.4 million and carry them back to the border. We have 8 of 15 rem…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-30-04 AT 11:07AM (CST)[/font][br][br]HRHOLM: There are several threads on this subject and lots of discussion on this particular arena; do a search and read it all, there is lots to learn here! Botto…
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Maryfmurray: You have your profile disabled, therefore, we are unable to make direct contact. I have something for you if you are interested. PORK
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[font size="1" color="#FF0000"]LAST EDITED ON 04-29-04 AT 07:52AM (CST)[/font][br][br]NJJEL: I, like you, originally felt that HIPAA was for the physician's office and that we could not possibly be involved. I remember looking at all the postings …
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"WHOA-NELLIE" this is like a dawg chasing its tell (tail) and getting no where. HIPAA BEST SUMMED UP pertains to those of us who have or might by chance receive some terrible piece of PHI. If you or your office never views a PHI document, then HIP…
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HR in CA: You know I would find it hard to believe that an HR or a medical authority would not know that a person who is under physician's care and under the influence of a controlled substance in a high risk "safety sensitive" position would autom…
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Again I support "Dandy Don's" words of wisdom and experience. I too am a satisfied customer of GNeil, if their customer service tells you their poster has a change and is ready for your order for your state, then jump at the opportunity to be in co…
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NaeNae55: How about stealing company time required to monitor and write down all of this information pertaining to company business, for which she is not charged with the accountability of any of the information; what about insubordination for con…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-26-04 AT 03:37PM (CST)[/font][br][br]SMACFADYEN: I BET YOU ARE A FEW WEEKS FROM GETTING A DIRECT ANSWER ON WHICH YOU WILL BE ABLE TO TAKE TO THE MAYOR AND SAY HERE WE MUST CHANGE TO THIS STANDARD!!! …
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I MUST BE "stilled dazed"! I thought I was writing to both. 1) If in the business of profit making by commerce, there is no such thing as a "volunteer permitted to work without payment", except in the case of an "intern" for a short duration educ…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-23-04 AT 06:56AM (CST)[/font][br][br]STILLDAZED: I do not disagree with your words; the difference is "commerce for profit". I, too, have experience with Community Counselling Services, which is a n…
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coberg: WELCOME TO THE BEST FORUM OUT HERE! In my "rabbit eared" personal copy of PART 785 of the FLSA, Subpart A. General consideration you'll find words to help you sort through this world of the FLSA. 1) FLSA requires that each employee, not s…
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I would go one step further "your application has been reviewed and "will not" be sent forward for further action". We wish you well in your pursuit of employment! There is no need to call back. PORk
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"Dandy Don", I am surprised, you without a factual answer, clear and to the point! I have always considered the personnel file to be just that; medical information (PHI) is medical information and we now, of course, further identify it as HIPAA, …
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[font size="1" color="#FF0000"]LAST EDITED ON 04-21-04 AT 07:01AM (CST)[/font][br][br]LeeR: Remember what Peyton posted; {mwcc.state.ms.us} will get you to a computer web site in our state to which you can or your attorney can register and gather p…
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Ray A: I am involved, usually from the start but way our there on the edges and watch the process as it progresses. The "hammers fall" when they are suppose to fall, and with the right amount of impact. You know that if you really want to get a M…
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I whole-heartly concur with Don's post. Without a business plan in hand before a jury or EEOC hearing officer, board of review, the senior leadership must be able to have solid proof that there was a business decision or reason for the RIF action; …
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[font size="1" color="#FF0000"]LAST EDITED ON 04-14-04 AT 01:12PM (CST)[/font][br][br]The moment you hire someone into my position in which you led me to believe was a RIF action is the moment that I truck it on down to the EEOC office and make my c…
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PRETTY SIMPLE, CHECK YOUR DISCIPLINE POLICY AND THE PART THAT IDENTIFYS EVERY POSSIBLE NEGATIVE ACTION UP TO AND INCLUDING TERMINATION. After finding that part that says this is a termination act: 'NOW FAMOUS WORDS' "YOUR ARE FIRED"! You might the…
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"Dandy Don": You are absolutely right, right, right; however, then comes that letter of complaint from EEOC to which, we must always respond with the facts to address the response. Therefore, as recommended by "Irby" our distinguished legal repres…
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half hr: Since you are only half HR can we give you a half answer or response? Just kidding, In our world there is no half answer or half response. We are a private company with a full medical benefit plan to which we assist in the application an…
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JURY DUTY IS NOT A BENEFIT; IT IS EVERYONE'S CIVIL DUTY. We pay the ee the difference between Jury pay and a normal 8 hour day if they go to work upon being released daily. Problem is, they are released daily and choose not to go to work, in these…
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PARABEAGLE: Now, "I hear you more loud and clear". Your are promoted from Professional HR to Professional HR/retired military. I don't know which I like better, but any event welcome to my world! You are Blessed, my brother and a wiser person wi…
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CROUT: A cynic/realist, no you are a professional HR civilian and we military members need your personal support of anything and everything that the military is attempting to do, as ordered by our government. May God bless your friend and keep him …
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"DANDY DON": Thanks for your commonsense posting and I, only wished I had though to that method of getting a head on the issues, earlier. As a previous commander, I would have welcomed the employers letter of concern. The commander is also needin…
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CROUT: I also agree with POPEYE; however, there are those civilian/soldiers or military persons that will use the system for their own personal gain at the expense of the civilian employer and the civilian team members. As a long term military fam…