Rockie
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I wouldn't have them do an application. We have an Employee Information sheet that we have new employees complete with all their personal information. In your case, I would also develop a checklist of what might be missing from the files and just …
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I agree with others There are some other issues here. Is the son's job one that would qualify for exempt status? If so, it doesn't matter whether he works 32 or 40 hours as he is paid for the job. I guess I don't understand the comment "He is wo…
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The VP and managers probably used very poor judgment in conducting themselves this way, even outside the office (still in front of employees). They should be careful that their "pairing off" does not involve employees, especially those they supervi…
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You can't prohibit employees from discussing their salaries with others, i.e.,violation of the NLRA. We do prohibit, however, employees charged with confidential information from discussing others' salaries such as payroll or HR employees.
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I hired an administrative assistant last year to be my HR assistant. She has been working for us for a couple of years - I had a chance to observe her attitude and her interaction with others. She also had good, basic computer and administrative s…
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He knows he screwed up and that's why he doesn't want you to contact corporate HR "just yet". He is trying to find some wiggle room out of this mess before they find out. If they all agreed to move forward and put this behind them, the manager …
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Several things here: As long as the religious belief is sincerely held, then it should be accomodated. It won't fly that the other employees just don't like the fact that this guy doesn't work on Saturdays. This won't hold up as a reason in court…
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This is a very high level person to hire for an organization with only 50 employees. Most COOs make in the neighborhood of $100,000 starting salary. We didn't hire a COO until after we went over 300 employees and five locations. If you need a p…
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Hi! I was wondering if the "final, final regulations" are published and where one can get a copy. I have heard you can suspend salaried employees in one day increments, I've heard, no, you still aren't allowed to suspend for less than five days. …
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[font size="1" color="#FF0000"]LAST EDITED ON 05-13-04 AT 10:08AM (CST)[/font][br][br]One of the basic issues is these folks knew about this policy BEFORE they came to work, accepted the position knowing the restrictions and then want to push the en…
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I would advise the managers/supervisors that they are charged with the responsibility of enforcing the dress code policy. If you are going to be the one to talk to these employees, I'd remind them that they knew of the dress code policy when they…
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I'd leave it alone. The guy apologized ... probably thought he was sharing something personal and humorous with his staff...and did not have any ill intent at all. I doubt very seriously if he will ever do it again.
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We don't have a specified time for breaks. We had an issue a while back with smokers (the bulk of which were in one department) leaving en masse and staying for much longer than 15 minutes. We could not have 3/4 of one department out at one time. …
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I agree totally with Don. I have had to address similar issues before with employees and asking them to "play nice, pretty please" does not work. You have to be straight forward and let them know in no uncertain terms that their jobs depend on the…
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I shared this story with the Forum a long time ago, but some of you guys are new. When I worked at a bank, we had a young lady who did not wear underclothing. I was downstairs one day and a male employee was sitting on one of the sofas in the lobb…
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If an employee does not meet the notice requirement with us, they are not eligible for rehire and they also do not get their accrued PTO time. This is legal in SC, but not in all states, provided you have a policy to that effect.
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We also require a four week notice for terminating employees as healthcare is very competitive and difficult to recruit for in our area. There is no requirement to pay out a notice unless your state requires it. We usually just let the person wo…
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I'd try to talk with her directly first - sending her the suggested memo. If she doesn't respond (and she probably won't) and this behavior continues, I'd take it to the next level. This will continue to cause conflict in your organization. If th…
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I believe if you don't return something you rent, it's called theft and in this case might be called "grand theft auto". Anyway....this is NOT embezzlement. I'd pass on this person...can't even come up with a good story!
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I agree with Beagle on this. Just because someone has a permit to carry a weapon, does not mean you have to allow them to carry the weapon onto your premises.
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Ray....Quick question. Do the revised FLSA regs change the one week suspension before you can dock pay for exempt employees? I didn't see anything on this. I know this was a proposal in the original format, but didn't know if it "made the cut".
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Several things come to mind: (1) He not only broke your policy, he broke the law by driving DUI. If he had killed someone while in the company truck,or had run over the co-worker,you would have been liable. If the co-worker had a mind to, he cou…
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Sounds to me like she might be disturbed to the point of being paranoid or....she is really doing something she is not supposed to be doing and is afraid you are going to find out. The previous advice was good - to sit her down and let her know wha…
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DJ: I commend you, but I hope, for your co-workers sake, there is a shower available for you, especially as the summer wears on.
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I am assuming you are in the business of producing and/or distributing these games. If this type of game is something that is outside the norm of your business, I would definitely inform the employees of the material they will be working on and giv…
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I agree that I would not allow her to work at all unless a physician authorized it. She has, to a certain extent, made her own accomodation by working 5 hours a day for which she has no certification from a physician. Just advise her unless she …
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>I agree with DJ, except it would be EASIER >controlling the tides. I think not only can you >not control the giving of such tokens of >appreciation, but, it is also totally out of the >venue of Human Resources to even attempt…
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We have allowed individuals to do this in the case of serious illness, injury, surgery, etc. This is done at the donating employee's request to a receiving employee. We don't advertise it or pressure anyone to do this.
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Simplistically (sp) speaking...what I've always been told and adhered to....do not have anyone "volunteering" services that you would normally pay an employee to perform...such as "filling in" until you find a receptionist or secretary to hire. I…
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I consider the "medical file" completely different from a "personnel file". Medical information is not kept in a personnel file. If they specified personnel file, then that's what they get. Generally, a subpoena will be much more detailed than …