Sunny
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We had one manufacturing plant that worked 4/10's - Monday through Thursday with Friday as the possible o/t day. While this scheduling may work in your environment, it did not work for our plant personnel. Work comp injuries soared and efficiencie…
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If you are very sure of your facts about the current incident, I would proceed with your disciplinary process. It appears that this employee is attempting to gently blackmail the Company into giving her a pass on this incident. If I responded at a…
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Don: I received my binder (and invoice) from our hearing test provider today, so I asked her whether the information was HIPAA protected. She said no, which makes a kind of sense since work comp information is excluded from HIPAA. She also reminde…
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Lori: You didn't say what kind of environment you work in: office, plant, professional, etc. I think it makes a difference. In my union mfg. environment we use a point system - there are certain excused absences (with a drs. slip, jury duty/subpo…
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We have always allowed children of employees to help out in the summer on a part-time limited basis and never had any problem with it. We also hire all relatives with the exception of spouses. The policy has worked pretty well - when the son of a g…
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Here's another vote for lunacy - of the paranoid family. Aren't financial types just so sensitive and caring? If I were you I would put it out my mind. They obviously are in dire need of competent HR assistance.
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Kymm: I believe it depends on whether you allow free transfer between the facilities, that is, if you post an open job in one facility an employee from the other can apply for it. If this is the case then you can group them all together. If it isn…
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We are a union plant and have also extended the probationary period by 30 days for marginal performers beyond our 60-working day period. That being said, I don't think it's a good idea. 90 days should be plenty of time for your manager to judge a …
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I also function in a mfg. union environment and I would think that whether or not you can terminate this employee successfully depends on your past practice. If you have ever let anyone agree to return then wait until the 5-day grace period is up -…
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I would suggest you be very, very careful. I may be cynical, but it sounds to me like the female employee is already planning her lawsuit. I would document the steps you took to resolve the conflict and to counsel and discipline the male employee.…
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>Do any of you count absences by 'occurances'? We are trying a new 'no >fault' absence policy. The policy states that (7) absences in one >year is considered excessive. We say nothing until someone reaches >the 4th absence, and…
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Gracie: My email address is [email]SGwaltney@macleanpower.com[/email]. Thanks.
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Zanne: Do you have a copy of a release? I could make one up but I think I'd feel more comfortable with someone else's expertise on this. I see EOB's etc. all the time while assisting employees to resolve insurance issues. Our corporate folks have …
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Congratulations Don - I'm sure you will conquer your new world in short order. Also, since I have both union and nonunion facilities to deal with, I'll look forward to your take on your new world once you find the time to rejoin the forum. Like mo…
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Speaking of dogs - the owner of our Corporate parent company brings his two labrador retrievers to work on a regular basis. Guess what? No one ever complains.
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I think you are referring to the "employment at will" doctrine which means that both employer and employee are free to end the employment relationship at any time. I believe that Mississippi is an "employment at will" state which means that as long…
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Don: What in the world is wrong with you. They were from the government and were there to help you. Also, I just bet the weather in the South is better than it is in the Northwest. Did you check their car for golf clubs? x:7
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Rita: I have no personal experience with Haldane either but I have seen some posts about them on the SHRM bulletin board - you may want to check it out.
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Don: You're right - all else does pale. On Friday it was my sad task to say goodbye to an 31-year service employee. He told me that he was glad they had sent me to tell him (I felt like crying). Every time I do one of these I offer to help the i…
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>Thanks, everyone.. and Rose, you are correct...we have to keep the >plant running with a skeleton crew (only "critical" positions will >work). Something else did come up, though... an employee asked that >being we were "making t…
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I have a form that attaches to the application, requesting EEO information. If this is what you need, let me know and I'll email it to you tomorrow - it's on the computer at my other plant.
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Paula: I believe the documentation you are looking for is in the Older Worker Benefit Protection Act (OWBPA). If I remember correctly, that is where the requirements for separation agreements are spelled out. Or you could just use the suggestions…
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First of all I need to clear something up - we exempted this individual in August of 2001 based on a change in job duties and a promotion - nothing to do with his two year degree. This is an employee with 8 years of service who trained on the job a…
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Don - This happened late yesterday so we are still waiting for an answer from the attorney. The investigator will be back Monday afternoon for our response.
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We recently closed a plant and terminated several long-service salaried employees who had made their offices into "homes." What we did was send them all home and tell them to call for an appointment to come back later in the week after working hour…
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Last year we averaged 4% on performance-based increases. However, our company has instituted a wage freeze for the first quarter of this year - no increases at all. Things don't look too good in our industry.
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Thanks - I was asking if it was random (which I suspected it wasn't) but your other information was excellent. To make things more interesting, our facility is not the record-keeper for payroll matters. I have all the time cards but we don't issue…
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The only requirement I know of is to post your EEO Policy, Invitation to Vets, and notice of your AAP and where and how it can be seen by employees.
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I am HR Manager for a mfg. division with three plants. I report directly to the Director of Operations who is the top division manager. I have reported to the CFO in other positions, but my most usual reporting line was up through the HR Dept. and…
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Just finished my yearly round with them. They call and say they are with the EEO Promotion Group or some such nonsense and they just want to verify our listing in their directory. I just tell them that we don't list with them and they go away. (Un…