Sue
About
- Username
- Sue
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
We have to apply it to 2005 - some locations are using Monday, January 3rd, but some have turned it into a Employee-choice floating holiday (to be used whenever they choose).
-
Why not hold the entire severance check and distribute it upon receipt of the outstanding items? Continuing to pay him through payroll seems to create a "gray" area. I would have the agreement also release the company from all future claims. In so…
-
Excellent advise from everyone. Just keep in mind, that testing might not catch the dealer - if he or she is not a user.
-
Linda, Check out the recent Kohler LIRC/WFEA case regarding applicants and disabilities in Wisconsin. I agree that since he did not ask for an accommodation that your in a good position.
-
Thanks to both of you. The information was received in time. Our Wisconsin attorney couldn't find it!! Just send me your bill:)
-
How about thing with "Spring Fever" and tie it into anything thats happening that's exciting for the employees.
-
On the lighter side, one company I know of was doing a safety program on seatbelts. They did an unannounced surprise inspection at the company's driveway entrance. Those drivers who had seatbelts got lifesavers. Those who did not got dum-dums (sucke…
-
We have added the following wording to the offer letters of employees who need to drive: "Because driving an automobile is essential to performing the job that is being offered, you must have a satisfactory driving record. A satisfactory driving re…
-
I'm not an expert here, but I would say no. Since you have proper training in BBP, safety would not be the issue-since these procedures are already very cautious.
-
Your state may vary, but I keep mine for six years. Different records have different retention requirements - the longest being 6 years. I marked each file with a destroy date 6 years out. Worker compensation records need to be kept for 12 years pas…
-
We had a similar problem at our company several years ago - with employees easily getting doctor's notes, etc. We used to track Excused and Unexcused. We put a point attendance plan in place. Now unless the absence is covered by FMLA, funeral le…
-
I would check the law in your state. The following is a write up I shared with our human resources clerks. Sorry for the length. The State of Wisconsin gives employees a right to review their “personnel documents.” The statue does not give an emp…
-
I consult with several smaller companies, less than 100 ees each. We sometimes offer severance packages but only with severance agreements. To meet the level of "due consideration" (in WI) the agreement must offer at least 4 weeks pay. Past that th…
-
We had a unexpected termination because a manager continued to visit porno sites after being warned. He was a well-liked family man and was terminated suddenly. Employees, who asked, were simply told he violated a workplace policy. It died down quic…
-
We are celebrating the smoke out by doing several things. Volunteer Smokers are being matched with non smoking buddies for the day. A pledge form is signed. At the start of the day the smokers will get a Survival Kit (sugar-free candy, candy bars, g…
-
The funniest story I have about a F--- Y-- T-shirt happened to our family. My son was in second grade. One day while dressing he took a small red t-shirt (hidden) in his Dad's dresser drawer and put it on under a sweatshirt. The shirt had F--- Y---…
-
We have also started a wellness program and are working closely with our health insurance broker. We started off by offering health risk assessments, free of charge, for all our employees. We learned what the major health risks were, and what the …
-
Sorry, I was also out last week. Regarding the severance agreement, in Wisconsin the agreement (generally) would only be binding if there was "due consideration". Our attorney advises us that due consideration is at least four week pay. I would d…
-
We did a similar thing during a building expansion. We surveyed the employees and 75 percent they would use the center. So a Fitness Room was added with two very nice locker rooms with showers, etc. Unfortunately, with 50 employees in the building,…
-
We discussed allowing employees to buy vacation and ended up with a simple plan to work with. It's called the Vacation Benefit Option. Employees are allowed to take an extra 5 days off, without pay. We don't have to fuss with adjusting 52 weeks of …
-
If the employee is put on a PIP, consider withholding a raise at the time and if he improves, in say 6 months, give him a raise then. Calculate it retroactively.
-
I think since the signature was false the institution that cashed the check will eventually lose out. Her employer should reissue the check and notify their bank that the check was falsly cashed. The bank should pursue it with the other institutio…
-
I wouldn't recommend any reprimand, for all the reasons you mention. Although from a political point of view it's poor behavior - on the part of the players. It reminds me of a company outing we once had at a major league baseball game, when one of …
-
Since you need to "earn" the time off first, it sounds as if it's accrued. Accrued benefits generally need to be paid when someone terminates. This does vary from state to state.
-
Rather than using personality tests, why not consider aptitude testing (if applicable). We use it for field service engineers, engineers and assembly workers. I would highly recommend the Bennett tests.
-
I'm in agreement with giving the company some time to build a case. You'll regret it if things so sour. If he's such a loser, it will take no time to do it, probably less than two months. It also reinforces to the management involved that personn…
-
We have a similar event several years ago. We contacted an skilled attorney who instructed our supervisors with what they could or could not say. We met with the supervisors to discuss what they felt the issues were, and didn't get much of a respons…
-
Our insurance company, United Healthcare, will allow employees to use a different number upon request. The only catch is, when calling customer service, the employee needs to remember this other number.