Still Need Coffee
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[QUOTE=Paul in Cannon Beach;721349]I think you would have better success hiring unnattractive people than instituting a "no dating among co-workers" policy.[/QUOTE] I love it. Wonder if I can get the C-Suite on board....::pb&J::
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I agree with Sharon - banning them completely is likely to cause more harm than good. Take a look at the documents she mentioned - our company addresses this through a conflict of interest policy that each employee signs. They have to disclose cer…
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Our employees must use PTO for all absences, if available, regardless of whether scheduled or unscheduled (we also allow 40 hrs in the negative in certain situations). Our payroll system does not "dock" their bank for that time until the actual day…
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I agree with sonny - do whatever you would do for any other employee who came to you stating they have an illness. At this point in time, it is not likely that any accommodation is needed, other than for doctor's appointments, but at some time in t…
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We'll be putting up a blurb on the company intranet, but nothing more involved than that.
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Technically, yes. You just need to be able to show that the layoff was solely due to reasons external to his/her injury.
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32. Some of those were hard!!! I've been MIA for a few weeks with open enrollment - this was a great way to amuse myself for a while!
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Agreed, especially if its during work hours.
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Sorry Paul - nothing here, but out of curiosity, how will the PPACA adult child dependent coverage issue work with this? The way I read it, employer-sponsored coverage must be offered to dependents until they turn 26, regardless of eligibility for …
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All I have to say is that I'd like to opt out of unemployment alltogether. It is ridiculous how much we pay, especially when the laws in many states are designed to favor the ex-employee moreso than the employer, and they get away with murder, whil…
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We use one application for all states we hire for (used to be paper, now it is electronic). In our signed release, however, once the applicant gets to background check/reference check time, we include all the specific language required by different…
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Great, Sharon, now you've got me staring at it!!!!!
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[I]Groooooooooooaaaaan.....[/I]
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We used to do HR, but now have moved it to finance. Our rationale? It was adding and extra step, and removing HR makes more sense. In our process, each supervisor is responsible for approving timesheets. That gives the supervisor the chance to f…
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I was shocked. I've never had a 30% increase, and this was a "good" year for claims, as far as I knew! I'd love to hear what everyone else has been experiencing...
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This would be a tough situation for any employer, but in my view, if the accommodation truly is causing an undue economic hardship on the company, I would probably respond the same way Maersk Distribution did. I would look at it in terms of product…
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Paul, if you start talking about Dixie flags and patriotism I'm going to vomit. ::pb&J::**==
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Without knowing all the details, I would still agree with Nae, a waiver isn't needed. First of all, you don't really "violate" HIPAA (make sure you don't write HIPPA!) unless you are a HIPAA covered entity, and disclosure of PHI to a person with au…
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Actually, I'm on pain meds for a broken foot at the moment, so everything is a bit fuzzy. If she doesn't have a SSN for purposes of work in the US (because she's left the US), could she still establish a valid tax ID?
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That's tough! I got all the words unscrambled, but am having a hard time with the final part.
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I really have no clue how it would work. If she's set up as an independent contractor, she still has to operate under a tax ID# of some sort. There has to be an easy solution to this I'm just not seeing....
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Man. Brings back memories [wipes tear].
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Our workplace has so many acronyms that we give out an acronym guide at orientation. We also tell employees we've thought of going on an ARP (acronym reduction program). Come on. You know you love the corniness of that joke.
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Great article, Wendi! I sent it to several people in our organization - it is a perspective I really haven't thought about much myself, but you can bet I will be now!
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I believe electronic files are fine as far as EEOC/outside agencies concerns go, as long as the process is consistent for all employees, and there is some way to verify the author of signatures if you're doing e-agreements. If you're just scanning …
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Today we had a follow-up disciplinary meeting with him, and to our shock, he admitted saying those things, and took his discipline - one more outburst like that and he's outta here. Frank, you absolutely need to see Mad Men - it's a great show!
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I think it's all about balance - each of us has a "dark side" [insert Star Wars joke here], and what makes us successful is how the whole package plays together. Part of managing others is driving your employees to be the very best they can be - th…
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I don't think it's a harassment issue unless your employees are posting this sort of information on an internal company message board/blog/etc. Otherwise, as other posters have said, it's effective at grabbing attention!
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In early September, I had a chance to see Tony speak at his Delivering Happiness Bus Tour when it stopped in Chicago. Interestingly enough, the tour speech is almost verbatim from his book - the same stories, same pauses for laughter, etc. I appre…
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We do the same as Frank - stopped using the form about 2-3 years ago, the info is mentioned at open enrollment, and prominently displayed in the benefits section of our website.