Rockie

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Rockie
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  • I've not heard anything of this nature about having to pay employees if they are on the premises for 20 minutes or more. The only thing I can think of if the speaker might be considering the 20 minutes as a "break time". Since the employee's day ha…
  • We have an unscheduled absence policy where we give employees four unscheduled absences each year (unscheduled means not approving in advance). This is per episode, not per day. Ex. If an employee has the flu and it last five days, we just charge …
  • I believe they can discuss their own salaries as much as they want under the guise of the FLSA, but they cannot share confidential information about other employees. We have had this "talk" also with payroll and I also have had the "talk" with my H…
  • There's really nothing you can do "after the fact". Who gets the forms in your office - Human Resources or the owner of the company? If HR doesn't get these, there is no control over what is sent back as to the reason for termination. It could …
  • Hey Scorpio! We have a policy in our practice for inclement weather. If the office is "officially" closed, then it is a paid day. If the office is not officially closed, employees are paid for the time they come in, except for salaried individual…
  • You do occasionally get the individual who just can't accept that someone else beat them out in the interview process. I send a letter similar to ones above that a candidate who more closely fits our needs was selected. I do not get into giving a …
  • I had a rough day today again, but the COO had a worse one. He threw up his hands and said "I quit,I've had enough!" He then took his keys and said he was leaving...if he "had to work a 30 day notice,he would!" After I got over my shock, he came…
  • I agree with the exercise and the getting away from work. If I am super busy and I don't at least go out for a few minutes, I can really tell the difference. PS Don't feel bad....I am having one of those weeks also.
  • Generally, it's safer to wait until you have an offer letter from a company before you put in your notice to your present company. I would wonder why it took an employee securing another position for the current employer to jump in and match the of…
  • This type of tattoo should be covered. It could be very offensive to some individuals and maybe even lead to a sexual harassment suit if not addressed properly. If this guy doesn't want to wear long sleeves, I think the ace bandage solution is gr…
  • Hey Scorpio: In our practice...all physician contracts, etc. are handled through our attorney. We have a medical staff coordinator that handles all the CMEs, physician scheduling, vacations, etc. Some of our physicians are shareholders who are …
  • You'd be better off just letting him go and pay him whatever you would normally require as a notice (2 weeks?). If you let him stay longer, you run the risk of him copying everything in sight for his new employer.
  • Our practice has an internet website, but we also have an intranet site. We only post the handbook on the intranet site...not the internet site. I'm not familiar with employers posting their handbooks on their internet site. If you don't have b…
  • No, I would not give an ex-employee a copy of the Employee Handbook. If there is a legal reason for this information to be divulged, ithe request should come from an attorney. On the other hand, if an employee still has "friends" within the compan…
  • I agree with Don. I only keep the medical file separate. I don't have time to make all these files or paw through several files when I need to look for something. My personnel file is divided into sections so that I can categorize items such as hi…
  • As long as an employee leaves in good standing, they would be eligible for rehire, i.e., give proper notice, no major discipline problem; no major attendance issues or tardiness. If there is any other reason, they are not eligible for rehire and th…
  • Generally, I agree with Pork. If you become the "time police" all your time is going to be taken up with these type issues. This is one reason you hire supervisors and managers - to manage their employees. If you have no policy regarding lunch ho…
  • SoHappy: I feel your pain. I work with 28 docs. We have a scale for PTO accrual depending on the position you hold....docs get so much, directors/sr.managers get so much, and then on down the line. We have never made any special deals with new…
  • Reading some of these replies, I see why there is no "advantage" to being exempt. My employer is different. They recognize that exempt employees work in excess of 40 hours per week. They are not required to punch a clock or justify their time to …
  • I agree. It it deserved three weeks...it deserves permanently. Don't forget the law on suspension of exempts will change come Monday. You will no longer have to suspend for a full week without pay.
  • Don....sounds to me like something they should have been taught at home! I read an interesting article the other day where the statement was made that employers are now reaping the benefits of what parents are raising (or not)!
  • Oh yeah...been there....done that. When I first came to this medical practice, everyone got at least a 5% raise because they felt they were entitled to it. They, also didn't care if they were overpaid or not (which our salaries were highly infla…
  • Since polls are open 7A to 7P in our area, we do not give additional time off for voting purposes. If there is a problem with an employee voting before or after work hours, they can advise supervisor and based on the situation, time may be given.
  • Why would they want her to quit or retire if she can do her job and gets to work every day? I suspect it has to do with experience on their medical insurance. We have several employees with cancer who have never missed a beat at work except for …
  • I'd advise the employee who is still wearing perfume to refrain from wearing it as it is causing her co-worker this serious problem. I cannot understand why someone who knows this causes great distress to a co-worker could not refrain from "scentin…
  • Hi! Good to hear from you again....even under another name. Good advice about talking with the head of HR. I would make sure to let HR know (in a nice way) that the time you took off was in connection with an FMLA event (your father's illness) an…
  • I've always said a job I'd never want is to look after other people's children. There are too many ways to get into trouble. Even if you are found innocent of charges, you are still "marked" forever in your community. That being said...I'm going …
  • No, thank God, she was not in a protected class. That was in our favor!
  • I'd wait to hear her side of the story before terminating. Seems something bizarre might be happening here since her pastor called you. If the employee did not have a good reason for her behavior, I'd give her a written disciplinary for not follow…