Rockie
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This is a very common problem with people who have cancer. It comes from a combination of the cancer and the treatments they undergo. Also, the colostomy (if this is the case) could certainly be an issue if not properly cared for. Couple of sugge…
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Being a medical faciity, we are rarely ever officially "closed" for business. If we happen to be officially closed, we still ask for essential personnel to come in. If they don't feel comfortable driving, then we send someone in a four wheel to ge…
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This would also make me wonder about the supervisor and why THEY didn't want you to say anything about it. Nevertheless, if that's what you were instructed to do, so be it. Usually, a general memo advising employees there has been some "theft" i…
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I just have to give you guys a couple of examples of what has been worn in our practice the last couple of months. A computer operator wore a low cut leotard with a sarong type garment tied around her middle. At least 6 people came by my office …
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The male probably did have a point about the sandals. I once worked for a hospital that stated in their dress code policy "Male employees are not allowed to wear earrings." This was challenged legally (to make a point, I am sure) and the hospital…
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As a person who was "raised" in a professional, conservative environment (law and banking), I was always of the opinion that the image you portrayed was very professional. Women just haven't gotten this yet! I pride myself on wearing conservativ…
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Comp time is legal in certain public municipalities. Not in any private sector I have ever seen, has it been declared a legal practice. Lots of companies do things that aren't legal. There has been legislation introduced in the past to give empl…
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We are doing something similar. We are having a holiday slowdown period of December 23 and 23 and December 30, 31 as designated days employees will be off except for a skeletal crew. All employees are to take PTO time if this is available. If not…
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You are SOOOO right. What a lot of trouble for a couple of books! You have been given good advice and I would certainly seek the advice of an attorney. It would be very interesting to see what the "injury" to his arm involved. I would not hold…
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I also think it is not professional for an employee not to show up for work since November 8 and still expect to have a job. I would send a certified letter citing job abandonment as grounds for termination. (Agree, of course, with the FMLA recomm…
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I would then have the employee re-sign the time sheet. Otherwise, it looks like you are going behind the employee and making modifications after the employee signed off on it. Probably would not be a problem unless the employee took issue with you…
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I can't think of any state where this would be permissible.
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We have security in our building until 9 PM every evening as we have an on-site cardiac gym for the general public We discourage anyone from working by themselves in the building. Our building is also open on Saturdays (again to serve the gym cust…
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SandiF: Since you are in the medical field, have you not been affected by the decrease in Medicare reimbursements?
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I think 90 days is plenty of time to assess whether an individual is going to make the grade. If they are having problems with following company policies and procedures (absenteeism, tardiness, etc.) - they will not get better after their initial a…
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Being in a protected class, does not give ANYONE free rein to be obnoxious and disruptive in the workplace. It sounds to me like you have good documentation to terminate this problem. I would say do not tie it to a layoff, tie it to performance. …
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I'd say as long as the guy can do his job, leave him alone. Surely, he knows about FMLA and if he needs it, he will approach Human Resources. Some people (believe it or not) want to keep their personal lives/problems to themselves. I don't believe…
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There you go!
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The only personnel we allow to work at home are remote medical transcriptionists. Their work and productivity is measured directly on how much they produce. We have tried it the other way (with hourly personnel) and found that they were not avai…
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I have to agree with Don on this one. I would advise the refusing employees that this was a "career limiting" attitude and if they wished to continue to work at the faciilty, they have to realize they will be working with all types of individuals. …
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The DOL will hit you big time for this! DOL is quite specific that employees must be paid for all hours worked. This "deduction" comes from hours worked and the DOL doesn't care if it's for a disciplinary or what. They will see it as you are not …
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It would really depend upon your policy, but if the posting was for 10 days, I would wait until after the 10 days posting time to make the offer. That seems like a long time to internally post. We only post for three days internally. Our policy a…
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We had a similar problem when we had to terminate an executive secretary who had several problems, one of which was keeping confidential information confidential. After her termination,she constantly called employees up at work telling them lies an…
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I don't know of any law that would prohibit this as it seems to happen all the time - WC abusers get caught working at strenuous jobs while drawing WC from another company. I would caution the company not to have employees doing this. I would con…
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Christel: I'm not familiar with the operations of unions and time off. Unless there is something in a union contract about granting time off to someone, there is nothing that states that an employer "has to" grant time off. Two months off seems v…
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Pork: Who died and left your MIS Director in charge? Does he pull rank over you. I think time on the Forum falls under "Professional Development" myself. I'll bet if someone monitored the MIS Director, they would find his fair share of time on t…
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My brother works for the US Postal Service and they are always reconfiguring their routes based on "mail count". Based on this, routes can be cut and pay reduced. This doesn't have anything to do with age, etc. Also, there is nothing different abou…
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It seems to me that this employee has some type of relationship with his physician where he or she can get a doctor's note for any reason just by picking up the phone and calling him. Otherwise, it would be rare to be able to get a doctor's appoint…
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DITTO. It's the individual's responsibility to let you know what's going on with the fact that they are not at work. You should not have to run them down to find out if they intend to come back to work. I would just send a letter of termination s…
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If you conduct a background check on your employees, you will be able to find out what the conviction was for; otherwise, I would ask on the application to give details. If they don't give you details, or will not tell you, I certainly would not hi…