Shadowfax
About
- Username
- Shadowfax
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
[font size="1" color="#FF0000"]LAST EDITED ON 09-08-05 AT 12:49PM (CST)[/font][br][br] Managers should only have the right to suspend pending...no one should be termed w/o concurrence of at least one additional level of mgmt. Sorry! I forgot the top…
-
Just show the one segment twice.
-
[font size="1" color="#FF0000"]LAST EDITED ON 08-29-05 AT 01:26PM (CST)[/font][br][br]How about an unconvicted felon? Not necessarily. Your real question is whether it is actionable discrimination to fail to hire one who has been convicted of a felo…
-
Welcome to the forum, although this got on the wrong area of the operation. But, there is no fed requirement, so Oh law would dictate whether and when. In Mi there are no requirements.
-
AMEN. And some of you will spend a whole lot of yur er's time and money proving how right you were and defending you 'truthful' logic. The fifty thousand your co. spends defending itself has the same effect on the bottom line, right or wrong. Think…
-
If you have cold hard facts AND your atty guranteess he can win the wrongful discharge suit, AND he will hold you harmless for all of the admin and production time lost responding too, searching for and worring over discovery required in a lawsuit w…
-
Well, we hope it's more 'see ya later' than 'goodbye.' As painful as these forced departures are, they sometimes work out for the best - hope this is the case with you. I've enjoyed your contributions. Take care and God Bless!
-
Ditto - and put it in writing:..you have verbally indicated a refusal etc...tomorrow at 8am you will begin duties etc.. and if not, you will be terminated...She can sign or not. You can be sure other ees are waatching how you handle this.
-
What possible basis is there for an wage and hour auditor to justify the info you relate? Certainly the FLSA requires no such break nor room. Now, I don't know about Texas, but in MI I could work a guy 16 hours w/o violating a law.m Wasn't that the …
-
Well, of course no one should be talking about it ( and maybe she has some other problem) but if this is what it is really about, let's face it, everyone will talk and what is the complaint? A friend of ours had an augment and told everyone. Even…
-
What do you need to terminate? Isn't she an at will ee? If you are unsure of the facts, just let her go w/o rfeason. Stop obsessing about being absolutely right, you have enough to make any reasonable person pull the plug. Now pull it! I doubt that…
-
I don't know about the article, but you can go to 'facta 108 -159' in your search engine and follow the prompts there to 'disposal of consumer information'.
-
And we can learn from you as well, and hope you will allow us too by participating. You are, of course right, that occasionally we (not I of course) shoot from the hip, spout from the lip, and generally make fools of ourselves - but without the abil…
-
Since I have no knot in this particular thread I'll wade in: I submit you did learn something. You learned that there is a substantial difference of opinion about whether the system works; you learned that our members care passionately about what t…
-
I think you are really talking about two different things: non-competes, and confidentiality requirements. The non compete prohibits the ex from working for someone else in the same field, nearby area, for some specified period of time. They are su…
-
Just be sure the tests are validated under the uniform test guideline - otherwise you may have to establish need and job relatedness (if someone claims a disparate impact).
-
I use a variation of Linda's: one by first class (if you want someone to actually receive it, 1st class is the way to go) and another by return receipt - now you got em wrapped up, even if they refuse the certified.
-
I agree with some of the posts here. Ya gotta talk - ya don't gotta agree, or even persuade. Early on, I like to just say no, not interested - next issue. Do they accept that? Heck no, but you just have to stick to your guns for awhile. This may not…
-
Don - you raise a good point; 'the atty works for his client - your facility.' That is precisely the same entity GLC works for - and while we may have some moral and ethical 'obligations' to others/strangers/whatever, we often do not have a commen…
-
I'm glad to know no one esle sees any employment law problems with this - althoughI agree there are many, man y reasons NOT to do it. It points up, again, that HR has a helluva lot more concerns than finding out 'whether it's legal." Legal or not,…
-
I'm curious to know what employmentlaw violations anyone sees in this - acknowliging the need for confidentiality of ss#s and med info?
-
I'm not sure whether your concern is 'doing the right thing - for the ee' or 'doing the legal thing' ormaybe a bit of both. If the legal issue is what has you concerned, I think you will find employers enjoy a 'qualified immunity' from defamation so…
-
In Mi you would simply hae no choice!
-
Now that we have someone who actualy knows about that which is under discussion - is there a distinction between, say editors and reporters? What is a journalist? And how is he different from a reporter?
-
Well, I'm not in the news business, but the last time I had any reason to run accross the regs in this area, unless they were changed last year, newspapaer em'ees of circulation of less than 4000 were exempt, but mpost reporters and journalists were…
-
What an opening! I'm just waiting for the punsters and comics to take this and run - a law office with dirty air - indeed! I sense a whole bunch of new lawyer jokes coming in.
-
The quick answer is yes, you can change job descriptions, including mandatory o/t, even for those who have not previously had to do the o/t. Whether you utilize it or not is entirely up to you - but if all are capable of providing the services requi…
-
Absent some policy or past practice that has followed strict seniority in lay-offs, the co must always see t it that the work can still be done by those remaining. Given her lenght of service, I think you do owe her a good hard look to see if there…
-
The bylaw indemnification protects the nurse - to the extent of the co.s assets - but certainly does not protect the co from the nurses liability. Why wouldnot the co insure this liability just as it insures against other liabilities? Are you self i…
-
I think you may be able to do what you are doing, only it needs to be done differently - sounds contradictory doesn't it. Your problem is that your organization is providing some of the things the IRS looks at as being definitive of 'control' for pu…