SDDCHR
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Comments
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What was the pet rocks name? Did you try going outside and calling it to see if it would come? Ok...it's been a long day and the 3 day weekend is upon us!!!
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Give them to new employee's as an introductory gift! Just make sure that you have enough for everyone!!!
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I would post my picture Margaret but since you think I look like Harrison Ford I'll just leave it that way! I bet you've been dying to get back to South Dakota? I'll be darn....4:30 already!!!
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Don, your response reminds me of an 'ol Bob Seger song! I guess there's no place I would rather be then on my boat catching 3-5 lb walleyes!
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We allow the employee to annotate what they are going to do over the next review period to improve. I recently read one where the employee was going to work on "staying awake during his entire shift"! Talk about bringing tears to your eyes!!!
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Shoot Trinity....I was just getting excited about meeting you! When you come through South Dakota let me know and I'll take you up to my Ranch (yea right...on an HR salary). But don't let Margaret fool you. I think she was only being kind since I…
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That was me who asked you that and I must say, I was surprised when you said no! By the way, your presentation was great and I heard nothing but good reviews during the rest of the conference! Unfortunately, I picked the state conference over the …
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April...it's too bad that you find it hard to make friends at work. Continue to keep a professional environment and soon your employees will respect you for this. It's true you may have to seperate yourself from others based upon your position. H…
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I guess jeans and a cropped shirt aren't so bad after all!
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There is nothing wrong with such policy as it does have cost saving impact. Unfortunately, you are always running the risk of "harassment" due to these arrangements.
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The pros of this change were for budgetary reason. As far as the con's go, since we went to this change on July 1st I would say the biggest cons would be the change over in our payroll system, trying to explain to employees how we are not paying th…
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Are you asking this for a particular reason? I.e. to hold the final paycheck until all property has been turned in? I have heard both ways on the issue of holding the final paycheck. One solution is to have the final paycheck available for pick-…
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What the heck...take what you're making now and add another $25,000!
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Theresa is absolutely right. There's nothing you can do but pay overtime if it is the same employer and the hours worked are in excess of 40. Other things to take into consideration: Exempt or nonexempt, the days of the paid work week, duties of t…
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Don brings up a good point. How long is this person supposed to be on light duty? You have to be careful about assigning/accommodating tasks. You may buy yourself a long-term light duty professional. If you're showing that you can accommodate fo…
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Absolutely not! I would like to know, did this person actually fill out a first report of injury on this one?
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OT is considered an essential function of the job. But as Hatchetman stated, you should have a policy or scheduling guidelines that direct your overtime requirements.
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I don't know if the grocery store really has a position here? Two things to look at when it comes to HIV and ADA. First, does the physical symptoms of the employee prevent them from doing the essential functions of a check-out clerk? And second, …
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Hatchetman hit it on the head. You're already saying that this employee has Manic-depression. So, start the interactive process. And as stated, consider if this employee is a direct threat to himself as well as others!
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Does he have a documented disability? Is he currently working for you now on light duty? He obviously can not perform the essential functions of the job and may be a direct threat to himself or others. You're doing the right thing by starting him…
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It depends if the event is an ADA qualifying event, if it's a Workers Comp issue, if the employee is expected to return soon after even though the 12 weeks are up, etc. Every situation has its own unique circumstance which we base our decision.
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I just read it...they may have felt that is was going "South"!!!
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You don't need to wait until "after" the qualifying event occurs to send out FMLA notification. And, you can still send it out now even after the 2 days.
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You need to put her on FMLA...unless she unequivocally states that she is not going to be coming back. If that is the case then go ahead and accept her resignation.
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Run the course of FMLA. But that shouldn't effect your decision on what you do for termination. If she has violated your attendance policy and it has been documented, you have nothing to worry about as far as your intent to terminate.
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As stated, if it is certified, you will have to put her on FMLA. Don is correct but a being a little generous....if she pushes the buttons now, she will probably go for as much time off as possible. Especially if it is the other persons fault. Em…
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In addition to Sonny's question, is this a work related injury? You said that he's out for his own serious health condition?
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I feel your pain....but, I would require them to get you a new doctor's statement even though they have an initial one on file. This way you can ensure that they are out for the same illness that you have already put them on FMLA for.
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If she is eligible for FMLA and hasn't returned the paperwork to you, and you know it is a qualifying event, go ahead and start her on FMLA and send her a letter advising her of the start date.
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Just remember the rule...is the employee going to be out for 3 consectutive days? And, is it a condition which requires inpatient care or continuing treatment by a healthcare provider. If someone is going to be out for less then 3 consectutive day…