Rockie
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Ty: We are letting some departments try this on a trial basis to see how it works. Our Clinical area has been working this schedule for some time and, in some cases, it has been a headache when employees are asked to come in on their day off to wo…
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Would not allow her to retract. When someone resigns without notice like this, we immediately submit a Personnal Action Request (PAR) and process it thru payroll. They are then taken out of our computer system immediately.
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Definitely would not pay unless this was something agreed upon before she made the trip.
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I echo the sentiments of the others. If this guy gets at least a decent employment attorney, he will probably be able to retire handsomely. Even if the employee did not want to mess with "all that crap", I would have sent him the paperwork certifi…
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Thanks for all the tips guys! We have tried all the above and more. We have vending machines and break rooms on every floor. We have brought vendors in, but if the food is not plentiful and relatively cheap, the employees won't support it. Foo…
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Since these agreement are so state specific, you would be wise to consult your labor attorney rather than trying to draft these yourself. What you have presented would more than likely be considered "overly restrictive" in a court of law. Usually, …
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I don't put anything like this in the personnel file unless it is a formal, written disciplinary action that the supervisor and the employee has signed stating that he or she has seen this (whether they agree with it or not). Any employee notes o…
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I think this happens just about everywhere. I have seen those funny signs "Your mother doesn't work here!" in some facilities. We have several kitchen areas in our facility and I avoid most of them like the plague. If the people who use those area…
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I've worked at places that had both sick leave, vacation leave and then combined PTO. I have even worked where the vacation days were factored into the PTO (I never could figure out the rationale in that). I can tell you that I've never worked any…
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We have events throughout the year. Some things we do are: An "After Christmas Party" in January, a cookout in the spring, a Thanksgiving luncheon for Thanksgiving. We recently started "Make Mondays Fun Day". So many people said their co-worke…
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Unless the company is sponsoring/paying for these retirement events, then they should back off. We have these after work, off-site and don't restrict employees from drinking. Since they pay for their own alcohol, they restrict themselves. They c…
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Good advice Don about not "monkeying around" with USERRA. The people who are deployed are well coached in what their rights are and all the ways they can get around the rules and regs of a corporation if they are so inclined. Fortunately, the vast …
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I think you were absolutely correct in your response. SRS will take care of it from there. We have several employees who find ways to "work the system" while being employed full time with us. They get numerous freebies from the government and ar…
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This is the way we handle this as well. Otherwise, if you allow people to take LWOP instead of using PTO time, they tend to build up huge leave banks and either want to take vacation time after being on a long leave of absence or else you have to p…
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You need to administer this policy consistently. You cannot single out "director candidates" and treat them any differently than you would the greenskeepers, etc. If you do, you are opening yourself up to all type of challenges. I'd say if you do…
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We are going through something like this right now. We had a nuclear med tech who wanted to come back to work after hip surgery after two weeks. The problem was...she was going to be on crutches an additional 6 weeks. Since her job involves walkin…
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I agree with the others...it may be to your advantage to just terminate him instead of demoting. You will have even bigger problems from him if he is a demoted employee who is still in your employ. The disability does not come into play as you h…
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I agree with the other posters that he could soak you for overtime and who would Wage & Hour believe? Better to keep him out of the office outside of work hours than to take this chance. If he is "creepy" all the better to keep him out of th…
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I'd do the same as Crout. If an employee gives out any info concerning the individual's employment, then it becomes a work reference. Generally, "personal" references are given from individuals who are not related to, or who work directly with the…
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Classic example of a "laid back" atmosphere getting out of hand. I've learned from various "faux paus" in the workplace that there is probably no joke ever told that will not be offensive to someone. Sometimes the person who is offended is the o…
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I've heard of recruiters being in Human Resource Departments and they may even have their own speciality, i.e., nurse recruiters, but I've never heard of a separate Recruitment Department. We follow the same procedure as Jim.
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We don't allow shorts at all for the same reasons we had to "outlaw" wearing jeans. People push the limit of good taste and can't seem to grasp that no one wants to look at their fat rolling between the top of a low cut waistband and a midrift top.…
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I agree. Put in a "nanny cam" and catch the perpetrator. Immediate termination would be warranted.
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In our medical facility, directors and above get an extra five days over and above what is published for staff employees. Also, extra life insurance as well as paid medical/dental benefits.
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I dunno Larry. Trying to figure out what's so funny about fish anyway! The expensive part is purchasing this canned program with dubious results. Videos run around $600 and a "program kit" runs around $1600. Personally, I think it's a ripoff and…
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It's a training program that is based on four principles in the workplace. Play, Make Their Day, Be There, Choose your Attitude. These principles are for both customers and employees on how they approach work and each other. Supposedly it enhan…
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I'd be interested as well. I checked numerous sites and could not find an updated form unless it was one that someone was selling.
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We are also very generous in our PTO policy, and we also have those that use it as fast as they accrue it - even though they are encouraged to maintain a balance in case of an emergency. Generally, we will not approve leave without pay if an employ…
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As part of our non-fraternization policy,supervisors are prohibited from supervising any employee they have a relationship with. If a supervisor develops a relationship with a "subordinate", then they are required to divulge this relationship to ma…