Sunny
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- Sunny
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I hate it but we don't do background checks. We have 250 employees in Alabama and about 2200 nationally.
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I think you are still required to give him his 12 weeks of FMLA - just because your policy doesn't run it concurrently with WC doesn't mean he is not entitled to it. Then when he has exhausted FMLA and you don't have a position he can function in wi…
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There are always employees who will take advantage of any situation. If we based our policies on these folks we might as well get out the whips and boots. In my opinion you should treat it as a snow day and pay accordingly. Of course, you will nev…
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I agree - absent a union contract you are certainly free to make the best decision for your business and lay off or cut back your lowest performer. And Don, I prefer to think of myself as up with the milkman rather than the newspaper carrier.
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Whatever: I too am Jewish and live in an Christian evangelical part of the world. I've learned to keep quiet (mostly) and to just smile when people invite me to their Churches. When asked what Church I attend I usually just say I don't or I don't…
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Just to add a little perspective to the Ten Commandments battle in Alabama I would like to point out a couple of things. The "judge" in question is not a lawyer. He was a small local judge who got a lot of publicity from the fact that he had a smal…
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I second Clevahn - I try to make time to read part of the Forum every day even if I don't have time to participate. I feel guilty learning without participating, but usually by the time I see a post, there are so many good answers I don't feel I ne…
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In an ideal world, we would only supervise HR support staff. Alas this is not an ideal world. I currently have no employees (and no help) but I have supervised everyone from the receptionist to the temporary mail room help. Good luck.
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I have two plants, 8 miles apart, and I usually go through both several times a day. My office at the larger plant is in an outbuilding on the dock and I keep the safety supplies so the plant folks are also in and out all day. I agree - don't worr…
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I would certainly document what happened for your own records. I think, if it were me, I would also send a letter to the employee stating the reason for termination and outlining any outstanding or essential matters such as length of insurance cove…
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I get the same emails - if her initials are D.D. - and just delete them. I have heard some doubts expressed by others about the actuality of the listings.
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I am solely responsible for 250 employees at two plant locations. We do, however, have corporate HR to advise from afar (or to be advised.)
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Thanks Guys - that was my feeling too. Don, we haven't had an arbitration here since I started 5 years ago, and not for a long time before that. The Union hasn't filed a grievance yet, they probably will do that just to avoid a "failure to represe…
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I think this is one of the cases where you can overthink. The guy is new in town and has a problem. Why not just help him out? To my mind, this one has no ramifications.
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In an ongoing case we're involved in, the employees' attorneys asked for all kinds of work comp and other information about other employees as part of discovery. Our attorneys argued that this was non-relevant and personal information. A compromis…
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Hate to add to the dilemma, but does he have H1B status? If so, your Company might be liable for the cost of sending him home. You may want to check this with your attorney - just to be sure. Sunny
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All the advice given has been great - I've been so overwhelmed this week that I haven't even had time to check the Forum. When things get this bad (250 people, 2 plants, no help, and just got another boatload of work added) I go home, take a long b…
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I'm in Alabama as well and my carrier (Blue Cross) will not remove a common-law spouse without a "divorce" through the courts. And the common-law is always eligible for COBRA. To be on the safe side, if your insurer agrees to drop the "spouse" I…
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Thanks - that's pretty much how I think things usually go here.
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Parabeagle: How did you get in front of an Alabama jury and where? (If you don't mind sharing.) We have a wrongful termination case pending - my first one in Alabama - and I would be very interested in your experience. Even though I think these we…
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I have tackled this in the past and I don't know that there is any way to speed up the process. You could try taking the questionnaires to employees and interviewing them (filling them out yourself) - this may speed things up. I also recommend tha…
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I don't know why it would be illegal. Anyway, it's what I've been doing for a few years. It's just naturally seemed that insurance information belongs in the medical file and it's easier to access that way.
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There is a website you can access - [url]www.toolboxtopics.com[/url] - that has free, brief safety training discussions. The type of training that is required depends greatly on the type of company - if you're in manufacturing you should check the …
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I guess we'v been lucky - at this count we have fired three employees for sleeping on the job. We won all three UI cases and the union never even took it to a third step. Two of the employees were janitors (go figure) and one was a foundry furnace…
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When we had a staff layoff the individuals affected were, of course, told privately. Within the next couple of days, the highest on-site manager met with the rest of the staff to explain the lay-off, answer questions and try to alleviate fears. Th…
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I would be very careful with this. You can certainly lay off your people on FMLA as their turn comes up, but you need to be able to show that they would have been laid off even if they were at work. I wouldn't try to take them out of turn as that …
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We have a short and to-the-point policy, in memo form, prohibiting the use of cell phones by plant personnel during working hours. It is a safety issue (and a productivity issue) and we took a stand and stopped all cell phone use.
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Hatchetman: Thanks so much - that's exactly what the Ops. Director wants to do and your explanation was clear and succinct. He is non-exempt now because he is performing maintenance duties not supervisory duties. And yes, the purpose of this is to …
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Thanks - of course that was my idea - change him to hourly and pay time and a half. However, I think I explained things badly. When the DOL had us treat our engineer as nonexempt, they figured his hourly rate by assuming we had paid him straight …
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We put our EEO clause on purchase orders so it is part of all interactions with suppliers. Once a year, as part of the "external dissemination" portion of the AAP I send a letter to all actual or potential applicant sources. When I assumed this po…