Rockie
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- Rockie
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We are currently using ADP for Payroll and their ReportSmith package which I find very cumbersome to deal with. We are looking to bring our payroll inhouse and phase out ADP all together by the end of the year. We are currently looking at PeopleS…
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I agree with Sunny. The previous incident was handled very appropriately. The company took action, supervisor apologized (even though the employee did not lodge any type of complaint) and the apology was accepted. This is over and done with. The…
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We had a similar situation with a physician demeaning and verbally abusing two employees that he worked with to the point that they refused to work with him. One of the employee's husbands actually met with us and said if we didnt' take care of it, …
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We are a medical facility and we have just been around the bend and back again concerning attendance. Last year was horrible with calls offs on Mondays and Friday and day before and day after a holiday. It was beginning to affect staffing in our of…
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Yes, a company is liable for sexual harassment from customers, etc. Again, as someone stated, action is the key word here. We have had to actually "fire" patients from our practice for objectionable behavior towards employees. If an employee brin…
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In hindsight (which is always 20/20), you probably should have left him at the laborer's pay until he met the requirements of a supervisor. However, it is perfectly legal to reduce his pay. You have informed him that he has such and such time to m…
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Technically, this is not an illegal question, especially if you get a properly signed release before you check references. Where companies have gotten into trouble is say a prospective employer calls "Company X" and talks with a supervisor (instead …
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Ditto for lunacy! Doesn't that just reinforce to you that you made the right decision to change companies???
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Does this employee qualify for FMLA? If so, she has certain rights and the employer has certain obligations towards her concerning her benefits and time off. From my observations, the biggest mistake employers make is looking at pregnancy diffe…
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From what you have stated, this is gross incompetence and negligence in his posiiton and he has put your company in a very precarious legal situation. I would say immediate termination is warranted. If you have an employment contract with this ind…
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>Before rescinding the offer, you might want to consider that speaking >to co-workers about salary is protected activity under the NLRB. Why >not have a meeting and let her know in strong terms that what she did >was inappropriat…
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It is was me, I would definitely rescind the offer. I don't think I would want someone in a higher position that (1) could not be trusted to keep confidential information confidential and (2) cannot follow even the simplest insructions and (3) and …
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>Ditto the above. And try (really, REALLY hard) not to tell the >employee that she's about as discreet as a lime leisure suit at a >funeral. What a visual. I love it!
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Strange situation with mixed signals. Employee was relocating and if this working remote situation had not been offered to her, she would have resigned her position, pregnant or not. Correct? The job was offered to her that she could do this jo…
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I believe anything over 8 will trigger the IRS to question.
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He may not earn as many brownie points if they file an Age Discrimination suit against the company. When I look at cases like this, I always place myself in the courtroom and say "What would this jury see?" The jury would see two long term employe…
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Moria: This is what usually happens with a problem child when you ask for a certification of a condition. I'll bet the same thing would have happened if you had advised her she would have to pick up the daylight weekend shifts. I have had a few "mi…
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Under the law, it is legal to conduct video surveillance of employees. If you do not have written consent, you can only tape them visually, without audio to prevent violating wiretapping laws. These laws prohibit interception of oral communicatino…
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I've never seen any legal requirement that background checks and references be kept separate from the personnel file. If we kept five or six separate files on each of our employees, we would have to have a warehouse to store them in. The only thin…
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I agree that this individual will seriously undermine the president's authority. We had a similar sitaution in our company a few years ago when the CFO did not get the CEO job that he applied for. Instead of cooperating and being a part of the man…
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Usually you would find this type of arrangement with live in help such as domestic help or nannies where a room is provided for them in the employer's home and could be considered a benefit or a perk, but the employer would still have to pay at leas…
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Not sure that this falls under "religious accomodation". Under the law, an employer should try to accomodate employees' requests for time off for religious holidays; for time off for religious practices or beliefs or to accomodate employee's religi…
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Barb: I am working on a similar problem with a male employee. He wants to be able to leave early every day to pick up his child from a daycare that will not keep them after 5PM. He states his wife's job will not let her off. This will be to the d…
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Our Sr. Management gets a benefit package that includes free health insurance benefits for self and family. They also get an additional 5 days of PTO per year.
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Being a self-confessed obsessive-compulsive when it comes to neatness, I have to say order and tidiness is very appealing to me, but I also recognize that everyone should have a personal space. I do have a couple of personal pictures in my office o…
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Lonnie: This sound a lot like the "miserable human being" syndrome. This person is miserabe and wants to make everyone else around her miserable also. Last week, I had a whole bunch of these type isues and wanted to ask myself "why can't people ju…
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Oh Don....please say you aren't going to desert us forever! Please try to get back on the Forum as soon as you possibly can. I will miss your expertise, your insight and, of course, your unique brand of humor which I so appreciate. Good luck to y…
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Hey! I didn't think about that! Might be a good way to "terminate for cause" due to violation of a policy.
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We also have a policy in place for "Children In the Workplace" for many of the same reasons cited above.
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I think I've already shared with you guys that one of our doctors had his dog in the office and he ran all over the place. We almost had to put the doctor in a strait jacket to get him to keep the dog home. I actually had to go to his office and t…