Susan in La
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- Susan in La
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I think it would depend on whether your state has a good Samaratin law that exempts people from liability for trying to assist in an emergency.
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I would document and discuss performance issues only. Her off duty drinking should not come into her job performance. Only if she comes to work and appears to be under the influence would her drinking become a work issue. If you don't have a substan…
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We have state laws that prohibit smoking in the workplace, restaurants, other business establishments. I assume you have no such state law?
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If we have a record of the previous 12 months, we count that toward meeting the 12 months qualification. However, the 1250 hours do have to be within the past year, as I understand it. So the person who has been gone 3-4 years will not qualify for F…
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Correct, it is hours worked, not hours paid.
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I agree with Paul about leaving his mother out of it. Would you tell anyone else's mom before talking to an employee?
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I agree, if it is not job related don't ask it.
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It sounds like a good business reason for him to look at the files to me. I would allow him to review the files only of those under consideration and in the presence of an HR staff member.
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We would only pay her for four hours. FLSA does not require that you pay for holidays at all, but to be fair you should pay what they would have made if they had worked that day.
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Since you are an at-will state , you also might want to include that the completion of the 90 days does not change the employee's at-will employment status.
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We have 1,600 employees and each one fills out a written timesheet and signs it. Yes it is cumbersome, but it protects them and us if they question the hours for which they are being paid.
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We have non-exempt employees who work a "straight eight" hours and take no lunch break, and others who work eight and a half hours and take an unpaid half hour lunch. We too always have employees sign their timesheets unless they are out sick and un…
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For future reference, we NEVER tell an employee why they did not get a promotion. You are just giving them amunition no matter what you say. We just tell them another candidate was selected. We don't try to justify our decision. I work for a state a…
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Do you have a drug free workplace policy? If so does it allow you to test for reasonable suspicion? If her speech is slurred and she is acting "loopy" that would constitute reasonable suspicion and you could send her for drug testing to determine if…
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Even if the manager is not harassing the lower level love-interest employee, it could be harassment for other employees who are witnesses to or are affected by the behavior. You do not have to be the target of the behavior to be affected by it in a …
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I usually sit down with the person and in general terms tell them what the issue is and the probable outcome. I give them the pros and cons of termination vs voluntary resignation such as negative reference or neutral reference. If the person opts t…