Sunny
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Sorry, I don't have an Excel formula, but the Uniform Employee Selection Guidelines define adverse impact as a substantially different rate of selection in hiring, promotion or other employement decisions which works to the disadvantage of members o…
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All evaluations are reviewed by HR and the Director of Operations (top person on site.) They then go to hq and are reviwed by VP/HR, and Co. President. After all that is done and a percentage agreed upon, the signed paperwork is returned and the Su…
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I've worked with second and even third shifts for years. The previous replies pretty much cover the ground - shift pay, supervision, access to emergency care, etc. But the most important factor in establishing a successful second shift is to make s…
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We are subject to OSHA rules - the reason for the tests to begin with. On the advice of our labor attorney I sent the hearing test results to the ex-employee. Our attorney felt that if he took them to an attorney he would be discouraged from suit. …
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Thanks everyone - I was beginning to feel ignored x:'( Alabama does not require that we give employees copies. I will update when we hear from his attorney.
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Riley: I advise caution. You say you are new to the position and Company. How new? If you have an Equal Pay issue here you will need to address it, but jumping in with both feet may not be the best way. Remember, you work for the Company and a…
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There is a list like that on the SHRM website - HR Basics. If you don't have access to that information, email me with your fax number (tomorrow - our email is out today) and I'll fax it to you.
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Amen Pork. I too have steadfastly refused to use search firms. As far as I can tell they charge a large sum of money for a fairly straightforward task that can be done better in house. I've never used them on my own job searches either (or at least…
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We have different policies for our hourly and exempt salaried employees as far as time off and short-term disability but all employees are treated the same for medical and other insurance purposes as well as under all of the various laws and regulat…
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Thanks to everyone. I very much appreciate all the responses and will take another look at the entire subject. It may very well be that the heat of the AL summer in a non-air conditioned plant has been taking a toll. It's the middle of Sept. and st…
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Thanks everyone for the input. It hurts to be wrong but I'm tough and can take it. x:-( I would like some research on long-term effects though. Most of the examples given were for limited time periods. I agree that the shorter work week is a good i…
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I am in a mfg. environment and have a safety committee. Members include one hourly employee from each plant department, myself (HR Mgr.) and the manager in charge of maintenance and facilities. We ask the hourly members to act as dept. representat…
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You also may want to contact your local employer's association and ask for recommendations. We have a plant in Illinois that received AAP assistance from the Illinois Manufactuers Assn. Also you might ask around and see if another employer in your…
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We have a policy, stated in a posted memo, that forbids use of cell phones to all people on the manufacturing floor during working hours. Cell phones may be used during breaks only. We do not have anything that addresses salaried/ffice personnel. …
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While it is true that the regs have changed (gotten "easier" they say)if you have an existing AAP it shouldn't be too hard to update. You need to create a whole new Plan each year, but hopefully your predeccessor did the work on PC so you can go in…
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We are a mfg. firm and pay 36.5 cents. Typically this goes up every January 1st.
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Good point, Don. I too have been thinking about our physicals lately, wondering if the information we gather is legal for us to have. I certainly don't use it - I look at the bottom of the form to see if the employee is "approved" for work and che…
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>Sunny, >So when you say "limit the free drink tickets," you are indicating >your support of drink tickets? > >And, back to my original question, are we going to still be legally >liable if someone over-indulges in alcohol,…
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I agree that we should lighten up. While serving alcohol may not be necessary for having fun, it is certainly true that venues where it is served are usually more festive than, let's say, your employee break room. Also, if your employees expect tha…
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We had a recent case of an employee who wanted to tape record a discharge grievance meeting "on advice of my attorney." We refused and responses on this forum supported this action. I would not let your employee tape record anything unless an at…
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When I worked in Tennessee I referred a few employees to the United Way. They won't give her any money but they may be able to refer her to one of their agencies. She can also apply for public assistance and I would recommend she check with a chur…
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Thanks Don. That's what I was afraid of. Maybe Jerry Springer would be interested. Just as a sidelight, one of the cops asked the husband why he didn't leave her since he knew she was running around on him. He just whined, "but I love her."
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I agree with Don. Our contract language also provides for 2 weeks of vacation to be scheduled by the Company for shutdowns. We regularly adjust the number of days (adding or subtracting) depending on production needs, how the holidays fall, etc. …
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I agree that you probably can not require him to pay the $8,000 uness you have a written policy stating that you will take this action in this situation and/or have similarly required employees who made costly mistakes in the past to pay. And even t…
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He DID (mistakenly) think it was his meeting. The employees present were the union president and the grievance committee - this is standard practice for our grievance resolution meetings.
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He had a rep with him (there were 4 union people plus the employee). However, he wanted an attorney as well - and if no attorney he wanted to tape the meeting for his attorney.