Pork
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Follow your company policy and medically disqualify the employee and terminate the relationship. But first get the physician's certification required under FMLA, get the employees request for personal and medical leave request form application from…
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Lori1: Get out why the getting is good. She can only act like this because of her relationship with senior leadership. It is a losing propersition, I would follow the 2nd postings advice on standing up to her but be prepared to slam the door on he…
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It is also a great reason to have a problem resolution policy & procedure! For now the situation is so tangled; I would consider all prior actions as null and void. Now, get out three policies. Fraternization Policy: one can or one can not be…
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In a manufacturing situation it is not uncommon for the plant to shut down every year for periods of maintenance. Every one who has vacation time takes vacation time at these points. Labor is, likewise, allowed to take vacation time if they want t…
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drug testing is medical information and should be keep in a seperate file. However, I do keep drug testing with W/C injury file together both are part of the total injury accident. These are kept seperate of all other personnel information and ar…
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onvoy, just redo it now and get it on file. Pork
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Dusty, all before me have written proper words and have given the right advise. Obviously, some one in your organization is pressuring you in HR to resolve these concerns by stretching the truth. Your position has got to always be with the law and…
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WHY WOULD ANYONE WANT TO KEEP A THIEF IN THEIR AREA OF WORK? IF YOUR SUPERVISOR TOLD YOU NOT TO MENTION OR TALK ABOUT THE EVENT, THEN YOU NEED TO FOLLOW HIS/HER INSTRUCTIONS. HOWEVER, IF THAT DOES NOT RIDE WELL WITH YOU, THEN I SUGGEST THAT MAYBE …
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Let us not forget that it is "NETWORKING" that lands most great positions & employees. NETWORKING is the end result of in which you have concerns. Therefore, don't look down on the process, welcome it, and do not spend the resources to adverti…
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not a problem as long as it is not routine and programmable so that an hourly ee can routinely expect x amount of $$$. If so then it becomes an O/T HEADACHE AND NOT RECOMMENDED. We do pay an hourly performance bonus once the team hits a certain l…
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Your words give me "chills"; nighmares would be expected. First thing is make sure EXEMPT or NON-EXEMPT is truly properly use in classifying these positions. If they are truly EXEMPT and time keeping has a legal and business necessity for consider…
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Miarmin, I highly recommend the HRhero 10 Danger Zone for Supervisors. I have now taught 3 courses over a 4 week period for Supervisors-in-Training, Managers-in-Training, Supervisors, and Managers. The programs are easily supported with actual in …
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If your RIF action is a plan that is generated well before you are notified by the soldier/employee that he has been given alert notifications for military service, then you should be alright to follow through on your plans and execution of the RIF …
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HireFire01: after 26 years of HR work and one with a very straight forward background coming from the military which absolutely stopped all direct family working relationships! However, after getting away from the military I have found in the civi…
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The answer to your question is YES, YES, AND YES. The fact that your company has always done this is also an indicator that your company is very lucky. God's hands have watched over your flock! Now given that choices are made and the outcome is t…
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Sambu, why do you have a need to know? Is there some connection to your company and military service? Is someone trying to weed out a military experienced person that is NG/Reserve potential employee. Is there a grudge against military, so that s…
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>I'm hoping all you wise forumites can help me out with a situation: > >Our company recently terminated a salesperson, age 61, whose sales >area wasn't productive enough to warrant keeping him in that area. Dandy Don & gill…
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I believe you will be required to undergo the same process for the spouse as a sponsored employee. Your company would have to have the evidence that there are no US Citizens available for the position. After you sponsor the ee for permanent reside…
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Yes it is wrong, you can not deduct money from anyone's pay. You must pay the employee for every minute worked; however, you may round up or down depending on how your payroll system works. Where possible, I would pay the ee for every minute clock…
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Another reasonable accmodation in place; see ADA/OSHA do work to help us be better companies. Pork
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indivctr: some where in the FLSA there is a provision that says after 16 straight weeks of greater than 32 hours regardless of the company policy and procedures the ee is now entitled to regular permanent employee status. He/she is automatically en…
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Like Paul and Don my work week is about 55 hours a week. Pre-this-forum I spent all hours doing real work. In 2002 I gained the payroll activity back and the outstanding payroll clerk, who is now recognized as my HR assistant. She has assumed man…
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WE USE DAC SERVICES 1-800-331-9175. Highly recommend, we fill out the information background checks needed. They do all the work and give us a printed response. When we fax the workorder, we fax the signatured authorization and a copy of the appl…
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Troy wait until you have 1094 postings like "Dandy Don" and then you'll really know how much is learned, and how much is "extrovertation". My word for HR "Bull___", with a spicing of good words of interest and experience. I get so excited sometime…
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Don, remember you are seeing me through this video scope and I display differently, I'm brave and outgoing from behind this screen, oh but see me for real and I can't fake it. Additionally, when I am among peers I am self confident and brave but in…
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Dandy Don: We all know that is not the case! Myers-Briggs Type Indicator has been in use for many years now. There is a company called High Performing Systems headed by Dr. ##### Thompson. His company can come into a company and use several instr…
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Plano, remember that you can always do better for the employee than what your policy allows. This sounds like a win - win situation for both the company and the employee. However, if the training is going to enhance the individual skill or worth t…
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Crout, Both Dandy Don and Gillian are correct. I, as HR, am the union representive of our employees, we are not unionized and it is because of positive HR actions for the employees which is the right thing to do that will keep a company from becomi…
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Fish, I would start with interviewing the CEO, who could quickly tell you the frame work of the COO position in which he is planning on taking control of "what" and being accountable for "what"! Chief Operating Officer and the Chief Executive Offic…
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Just my point, I have come to realize the treat of EEOC can be very harmful to those who are honest and professional in doing "the right thing". We HR's must be the professional insiders who understand management and the companies psychology and ma…