Rockie
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Basically, in our organization, if an exempt employee works any part of a day, they are not docked anything....salary, PTO, etc. Most of our exempts work more than 40 hours, so this is not a problem. We have had, on occasion, a couple of exempts w…
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I don't really see anything wrong with this given the circumstances. We had a situation last year where we had a security guard who passed away suddenly over a weekend. He was here Friday and was not on Monday. He was an integral part of our medic…
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Sorry. That should be a "no win situation" in the first sentence. I haven't had but one cup of coffee yet this morning!
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You are in a one win situation with a dress code I have never seen one successfully administered to the satisfaction of everyone. I, too, worked at a bank in the past and we were in an ultra conservative environment and the expectations were high.…
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These issues are always difficult in progressive discipline situations. I agree with the fact that you should have in your progressive discipline policy that some steps may be skipped depending upon the situation. But....keep in mind you cannot do…
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Sounds like it went as well as could be expected. They all have lawyers (according to them), but it sounds like you had good documentation and offered alternatives to termination that he could have taken advantage of. Good luck!
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If you have a security guard, I would have him standing by just in case. If you really feel he would be violent, instead of putting any other employees in danger such as having some males standing by to escort him off the premises, I would have a te…
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OOPS. Forgot to answer your question Don. On employment references we only give out the dates of employment and what position the employee held. I've found this is the only thing you get from most companies when you ask for references.
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Don, thanks. I was trying to figure out how unemployment would treat this if employee put resigned on the application - if UE would treat as a voluntary resignation even though it was a resignation in lieu of termination. I believe you answered qu…
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My best guess would be if it was a "condition of employment" that it would be compensable. Our EAP program is voluntary, so employees do not get compensated for their time, although we do pay 5 therapy sessions for them. As far as the therapist's …
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I think it's great. We have our Employee Handbook on line and it has worked out great. Stays up to date and a great cost savings over having to have it reprinted every year. We also have a forms file where supervisors and/or employees can go and …
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Wow! Lots of good input. My major dilemma is that I didn't go seeking the job for which I am being pursued - they have sought me out. I will be going from a high stress level health care facility to a banking institution (I have previous experience…
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I agree. I don't see how you can force an employee to retire based on their age regardless of budget reasons, etc. Even if you go about it by eliminating their positions, you are still going to run afoul of the Age Discrimination Act because it lo…
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I don't doubt that she has reason to be upset about her salary increase, but she was warned in advance what the increase was going to be. As I advised her, I cannot, in good conscience, make an exception in her case unless I make it for everyone el…
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This is very difficult as these types of issues get into employee morale. If you wanted to blanket offer flexible hours, then you could approach it from the fact that these are the hours that have to be covered and someone has to be available to wo…
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I would just sit down with the employee and advise him that you are concerned about some of the comments he has made and you feel they are not appropriate in the workplace. I would also advise that they seem stress related and you would like to of…
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I agree with Ruskanen. This is an abuse of time, not a smoking issue. We have this problem with at least one large department as these folks like to go on smoke breaks en masse. They leave a trail of tobacco smoke odor in their wake in the elevato…
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Our company only uses these types of tools in training sessions to help employees better understand themselves and how to deal with different personalities in the workplace. Never have and never will use as hiring tools. Too risky!
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I think you will find that it will be expensive to install time clocks for just 29 employees and this will not solve your problem of abuse, I assure you. People that abuse time find all sorts of creative ways to do it,even with a time clock...like …
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I get employees to sign in at any training that is conducted so I will know that they did attend the training. If they refuse to sign an acknowledgment or just ignore it, I place it in their personnel files, along with "refused to sign" statement. …
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Don...fortunately Sr. Management is very supportive of this and understands what could happen. I am very fortunate in that respect. The employees themselves are the ones that think all senior managers are the bad guys..but they are not privy as to…
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I used the SHRM Learning System, but it was through a local technical college in our town. It was an 11 week course (one night a week from 6-9 PM). It was an intense course, but well worth the price. The cost was around $700 (including all the boo…
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It would depend on your policy if you have one about this; otherwise, you probably need to go on what precedent you have set unless there is a legitimate business reason why these two should not work in the same department. We don't prohibit relat…
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You cannot take any FMLA leave into consideration when awarding bonuses, awards, etc. Anyone who has taken this leave must be treated as if they had not been absent.
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Depends. If an employee states that are going to take the full 12 weeks which is typically the case in a pregnancy situation, I count 12 weeks. But...you can count by days which would be 60 or it can even be broken down further in hours which woul…
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I don't know of any state that would prohibit employers from mandating vacation time. This is typical in manufacturing where there are usually two plant shutdowns a year - usually fourth of July week and a week in December.
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I agree with Mike. The best way of notification is through a letter with only a general statement that the best qualified applicant was selected for the position. Usually, this takes care of the situation, but you do occasionally get calls that wan…
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I guess first of all, I would be very honest with the individual about what has happened and assist her in "saving" her present job - even to go so far as to call her present employer if need be. Generally, employers would want to keep good employe…