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We follow the same procedure - hold a meeting (employee or manager, depending on # of employees), distribute policy with or without a synopsis, obtain signatures. I noticed your post applies to Harassment & Discrimination training. I'm not sure…
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I don't know of any standard question sets, but all my investigations pretty much run through the same information: 1. Please describe to me, in your own words, what happened. Include where it happened, who was involved, when it happened, and how i…
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I don't think this will get passed (at least I hope it doesn't!). I completely agree that a business should never intentionally exclude someone from consideration just because they are unemployed. But, I personally feel that discrimination laws shou…
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It's because they are contributing to fund future generations.....oh wait....nevermind. **==
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In order for it to qualify as "regarded as disabled," wouldn't you have to also be assuming that this perceived disability renders the employee unable to do their job without accommodation? I don't think the original poster is implying that the emp…
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Discussions like these are always difficult, and it is extremely important to preserve both sides of the work relationship. First, I would of course recommend you implement a dress code. Or if a dress code really doesn't mesh with your company's cul…
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Agree with the others - don't allow it. The breaks are already "paid breaks," so whether you work during them or don't, you're still getting that money. Just because someone works on a paid break does not entitle them to double pay. Also, you may w…
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We have one supervisor who is in California (insert groan), so unfortunately we have to do the whole CA-approved harassment training regime. We actually recently purchased the M. Lee Smith "Stop Sexual Harassment" training program, and were pretty i…
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I agree with the other posters. We include language like sonny, and sometimes even add "college degree strongly preferred but not required." In general, I like to try applying a BFOQ test....unless a degree is a bona-fide occupational qualificatio…
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If my facts are right, and this sounds like a pretty complicated case so they might not be, I wouldn't give Manager B the report until the investigation into Manager A (which you're conducting) is completely finalized and all results have been discu…
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That's awesome!
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Ours are all electronically stored through our vendor, so we actually keep all of it. If we were to ever leave that vendor, I'd most likely print out all current employees for the file, and set up a document descruction schedule for the others.
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I agree with Joannie - I've had one parking lot incident be covered, but even then, it was a little fuzzy. How did your employee become injured in his vehicle? Could this possibly be an automotive liability case?
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In our policies we designate who is eligible for holiday pay - and it is regular, full time employees only. The policy specifically excludes contractors, temps, and interns from holiday pay.
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We used to be with ADP, made a HUGE mistake and transitioned to Paychex in January 2009, and we actually are making the switch to Paycom right now! Our first day "live" with them will be later this month. Frank, send me a message/email if you want t…
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Love it! Great thing to see first thing in the morning after a long weekend.
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I don't think extending tax credits would offer us any incentive to do more hiring. We took a look at tax credit program they offered last year, and in the end the amount of work entailed in getting the credit wasn't worth it for us. Realistically f…
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Wow. Research has long been out there that shows attractive people are more successful, but we have to stop somewhere with the protected classes. I've seen this sort of "discrimination" in practice - we recently had an internal candidate who was p…
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The top three things supervisors should know: 1. Document, document, document, and in that documentation, be factual, not judgmental! 2. Treat everyone fairly based on their work and their actions. In fact, treat everyone in the same manner in which…
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Paul, I think this is one of those unfortunate situations and you're right, the company should suck it up and pay given the situation/miscommunication. Is the employee back from "leave" yet? If not, I'd contact them stating the problem, and let t…
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I agree with Sharon - that's a good way to handle it.
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Frank is right - all it takes is for the employee to show that the company had another cause for changing his pay, and all the sudden you have a retaliation suit on your hands. With that said, there is [I]always [/I]a chance that an employee will…
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Not sure if our policy matches what you're going for, but in general, if an employee chooses to work or is scheduled to work on a holiday, we don't allow a make-up holiday. The text of our floating holiday policy is below, but let me know if you hav…
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Do you outsource your payroll or do you process in-house? We outsource, so when I have a question like this I send it to our payroll specialist to sort out. You can also look to see if there's a procedure on the form for protesting the withholding.…
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I think I'd go the certified letter route, stating if they don't provide certification by "x" date, leave will be denied and they will be expected to return to work/abide by attendance policy/be terminated/etc.
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I think the second opinion is the way to go in this situation. That would hopefully clear up any muddy waters
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While I'm not a huge fan of the practice, we have had a few employees do company-wide goodbye emails. Generally, however, they only send the goodbye email to just a few coworkers. I can't prove that it's related, but I think the fact that we give t…
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That's great stuff, Paul. I wish some of my current employees would abide by the same expectations!
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I would look to the definitions section of that particular regulation for further guidance (sorry, not familiar with it myself), but in general, "gainfully employed" means that you are currently working for a wage. From the little you've written in …
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Welcome to the forum, bobdil! Like sonny said, I'm not aware of anything that restricts the # of days you can suspend someone, so I would look at your precedents and the severity of the issue. Of course, you would also want to consult any CBAs or o…