Rockie
About
- Username
- Rockie
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
One more thing I thought of. Would it be okay to let her know that she will be exposed to potentially hazardous situations and that we need for her doctor to assess the situation and give us a clearance on whether he feels it is safe for her to wor…
-
Thanks. You were very helpful. I thought I was on the right track, but it's always good to get a legal point of view!
-
I would say there would have to be some type of medical documentation as to the problem and whether it is, in fact, a serious health condition. Occurring every Monday and/or Friday would be highly suspicious behavior and I feel you are correct and w…
-
This sounds a lot more complicated than following the FMLA (if that's possible). Sounds like MA is very generous with their leave. One suggestion. I don't use the term "maternity leave" any longer. I just call it short term disability.
-
We have mandatory direct deposit and also electronic pay stubs, so we don't even have to pass these out any longer. When we did not have these options, if an employee was not at work on payday,the check was automatically mailed to them.
-
We also have direct deposit and electronic payroll stubs. This has made out life SO much easier. When we actually distributed pay stubs, if an employee was not at work, they were automatically mailed. I see no reason for you to have to be the k…
-
It would be hard to fire someone on "hearsay" and without documented proof. Does this person have someone in his family that bears responsibility for him, or does he have access to his own financial resources? I think if you have a policy that e…
-
You are very lucky to have been in HR for four years and not had this happen to you yet. You do need to get both sides of the story...employee A, employee B and hopefully, somewhere in the middle of this....the truth. If you find the manager is the…
-
I like the idea of asking them to meet elsewhere before work if they feel the need to have the meeting. The two employees who complained did not even really object to the prayer meetings at 7AM before work. The complaints were about the loud mus…
-
I'd feel better having a signed acknowledgement when an employee is given company property that they agree to either turn it in at the end of employment or have the cost deducted from final pay. Finishing all work as assigned would be harder to pro…
-
The staffing issue should be resolved between the two managers unless you have authority to somehow control the outcome of the situation. As far as the bathroom thing...other than the obvious....there are usually two reasons for a person to spend a…
-
I generally review and update my employee manual once a year to keep pace with any changes in laws and regulations or policy changes. In this way I don't have to do a major "overhaul" as I did when I came here 8 1/2 years ago. As far as Paid Ti…
-
In order for employees of our practice to get paid their accrued PTO, they must give proper notice (4 weeks, exclusive of any days off/vacation, etc.) and it cannot be a termination for cause. If an employee gives a proper notice and we, as a compa…
-
I'd be concerned for a few reasons: 1. Is this person in a position of trust with your company? Usually, people who have "redirected company product" and I assume this means stealing are always cause for concern if they are put in a position to …
-
It may go against your culture,but it may be worth it to find out if you have a thief among you. It will quickly go from food to riffling thru co-workers desks and/or purses. You don't technically have to put in a "nanny cam" or whatever. You cou…
-
This person does not meet the parameters of what a "PRN" individual is. In our practice, PRN is truly "as needed". As long as they have set hours, schedule, etc., they are either classified as a full time or a part time employee. Our PRNs are…
-
Yeah Bassman....this sounds a lot like "karma". This story had an interesting (karmic) ending. The individual who did the borrowing and had a problem repaying did eventually pay up as I directly asked her what she intended to do to make this rig…
-
I don't think there is any problem with implementing a policy that requires employees to take "x" number of days off a year. Employees who don't mind "forfeiting" vacation time is a REAL big red flag. If they were accruing and allowing leave to ro…
-
There doesn't appear to be an issue here as the "employee" is no longer an employee. You would have a bigger issue if the employee were still there working for the supervisor. Our policy requires that a supervisor cannot supervise an employee wit…
-
We are going "tobacco free" on July 1. Since we are a cardiology practice, it is pretty ridiculous to allow our employees and patients to smoke on the grounds. I have put up signs stating that for the health of our patients and employees we will…
-
This is a very frequent occurrence in today's workforce where people can't get along for the most petty of circumstances. I will usually talk to both parties separately in an attempt to find out what the issue is and if I can determine who is at fa…
-
We've done this many times and do not pay the notice. We do pay the accrued leave bank they have if we ask them to leave. They would certainly qualify for UI.
-
Believe it or not, we had this exact same issue before in our medical practice. The doctor had a puppy in the office and he was introducing the dog to patients as his "assistant". The dog could go whereever he wanted to and he did. The health dep…
-
I think you have to examine the organization and then come up with a best practice for that particular company. Many times, the way HR files are kept are a personal preference. As long as you are HIPAA compliant (no medical information in personne…
-
Our medical practice is in the process of going to electronic medical records. It is very time consuming and labor intensive. In the end, it will be worth it to have electronic records instead of having to go thru paper charts. As far as HR is co…
-
I agree with Cheryl. Just take the "age" thing out of it entirely and base it purely on performance. Aging, in itself, is not a disability.
-
I guess I'm a little curious about the statement about "rules of income' and collecting her retirement benefits. If she is talking about Social Security, once she reaches 65 she can work as much as she wants without affecting her social security pa…
-
Huh? Where did I say this in my post???? The way it was actually handled was I asked the employee if this behavior was going on in the workplace and they felt they were being harassed at work? They said they did not and it had only happened outs…
-
The core hours works out really well, depending on your business culture. Be prepared to have resistance from those people who cannot work the flexible schedule, but would like to. In our medical practice, we tried implementing a four day workwe…
-
Our policy prohibits accepting employment with any organization that may be a conflict of interest with our organization. Employees are simply advised to check in with their supervisors before they accept outside employment. We are very liberal wi…