Sunny
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Actually - his physician called me after the employee went to see him - he was puzzled as to exactly what the eee was after in terms of being excused for lateness. I told the doctor that he was often late - sometimes just by a little - and the doct…
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Balloonman: I agree with you - and I want to terminate or let him transfer to the second shift. As far as reporting times, it doesn't matter. Whether it's 5:00 AM or 6:00 AM - he's late (usually just a little.) The Operations Director is worried …
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Don: Sorry to disagree with you - although it's true OSHA doesn't certify, the standard requires that all forklift drivers be trained and certified according to their rule. My answer yesterday was sloppily phrased and I apologize if I misled. We …
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We don't take liquid samples but the QC person at one of our plants is not licensed to operate a forklift so receiving brings his samples to his lab or he checks them on site. I believe that employees who handle "hazardous" materials with forklifts …
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I chair our safety committee and share safety responsibilities with the Mfg. Services Mgr. There is a good free website, toolboxtopics.com - it is an OSHA site and has actual scripts for safety meetings on a wide variety of topics. I adapt some of…
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Employers with 10 or fewer employees and those in certain industries (primarily retail) are not required to post a 300A or keep a log. You can get a complete list of the partially exempt industries on the DOL site. All employers are required to re…
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Nijel: You have a two-part issue: 1. You most certainly need a drug policy in place so that you can deal with drug use that affects your workplace. 2. I'll probably take some heat for this but I don't think that an ordinary employee's private acti…
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Eligibility for rehire is a benchmark used by a lot of employers to judge an applicant. I tell callers that I don't release any information without a signed release from their applicant. A release will also give you a form and the opportunity to …
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I also have one page form separate from the application but clipped to it. However, some time ago I began only accepting applications from people I personally talked with and saw. Resumes are handled by a mailed self-identification form. Very few…
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Glenda: All of the answers you got are good. What the snob was looking for was what is tested on the SHRM certification exams and given on their website. I found one that defined these as: Strategic Contribution, Personal Credibility, HR delivery…
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We have a union plant and use option 2. In addition, our contract states: "In the event insurance cost rises above the states' CPI medical index, the parties agree to meet and discuss the problem and may change to a carreir who will provide a compa…
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I agree with Cyndy. Who gives a months' severance for an 8-month employee? And the wording is exactly like my memory of class assignments.
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SSims: I will email you our policy. We also have two different companies under one umbrella (both plants) but use the same policy for both. Pay scales probably shouldn't determine attendance policies.
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How about measuring ratio of the number of hires in a year to the number of employees who stay or are retained? Retention is the opposite of turnover but really the measurement should be the same. I agree with Don - ask them what they want to see.
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In our union facility of course, when we have a wage increase it is across the board and all union workers get the new rates. In our non-union plant, when we change the rates, we evaluate everyone and based on the evaluation they either get the hig…
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We're in manufacturing and have a post-accident drug testing program as part of our overall substance abuse program. In Alabama, if you are found to be under the influence when the accident occurs, workers' compensation may not pay for the accident…
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I would be very careful before allowing this employee to return to work on "light duty." First, I would make her have her doctor define what he means by light duty - in other words obtain a list of her restrictions: hours worked, number of pounds l…
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We used to allow employees with more than two weeks vacation to "sell" a week at a time. We stopped this practice the last two years, however, as too expensive. We now operate under a "use it or lose it" policy. I too would advise against buying …
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Nope - I have always used the OSHA forms I downloaded or, (before downloads) requested directly from OSHA (for free). After all, it's their form. It's like state and federal posters (OSHA, minimum wage, etc.) I always get mine directly from the gov…
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Just download the 300 from the OSHA site - you certainly don't need to pay someone to dowload it for you. It's an OSHA form and their version is the official one.
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Your OSHA log does have to be kept current - I record (in pencil) as accidents occur. I keep the log, with the accident reports and all paperwork pertaining to each incident, in a looseleaf notebook. When OSHA comes to call I hand them my previous…
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I wouldn't worry too much about people with PO Boxes. Many of our employees have these because they live in areas with no "mail receptacles" at their homes or their mail delivery is unreliable, or they have had a problem with getting their mail tak…
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I think it depends mostly on your policy, bearing in mind that you cannot penalize your employee for service. What is your policy for unused vacation - does it roll over or get paid out? If it rolls over, he'll have 7 weeks next year. Or at least,…
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Have you checked with your carrier? Mine won't remove a "divorcing" spouse without documentation - and that could be your way of handling the GM. Just refer him to the carrier. There are some significant penalties to the Company for removing someo…
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Rockie: I was just bad at it. Since I'm not from the south originally I don't understand their food (green beans a must at the Christmas party?) That, coupled with the fact that my work load tripled in other areas, was enough for my boss to retur…
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Pork - Yes - we would be in trouble if we allowed someone to work through a lunch break and didn't pay them. In fact, that is what caused our audit. An office employee claimed we owed her overtime because she worked through lunch (an unasked for su…
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Pork: I hesitate to disagree with one so knowledgeable but I don't think 30-minute lunch breaks are mandated. The law does say that you must pay for breaks of less than 30 minutes duration. Our union contract specifies that our employees get thre…
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You certainly have the right to prohibit your employees from using cell phones while at work. They are on your time and should be devoting their full attention to their job duties. I have a two paragraph policy that you can have - it is aimed towa…
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I'm sorry but I think we need a little more information to answer this: - but What kind of facility and what kind of spray are you referring to? I'd also suggest you ask the people who did the treatment what they recommend.
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I don't see anything wrong with publishing a list - if you make darn sure not to leave anyone off. I don't do it - never have. I know it's considered to be good employee relations and maybe if I had staff to spare there would be time, but I don't h…