Theresa Gegen TX
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The only other step you might want to take is to let the person know that they can take time off under the FMLA if they need it. Good Luck!
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I think employees will be mad if it comes as a shock and they don't know that no bonuses are going to be paid like prior years. They will be mad if they expect $300 and only get $50. You need to communicate with the employees about it early. Som…
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Andy's had more than 15 minutes of fame. I think he's used up my time!!
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Good Job Susan. That's 5 seconds more than I have been on the air. Now, what are you going to do with your additional 14 minutes and 55 seconds of fame?
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One thing that some companies have tried with high turnover is to make sure that the employee really understands the job duties (especially if it is a physically difficult job) before being hired and before training. If the employee doesn't underst…
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You don't have to pay employees if they are not working. But if they are working (even if they are late), they must be paid for the time worked. Now, you could suspend the employee without pay for having too many lates. Or just start progressive …
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you can ask the guy not to come and ask him to leave your employees alone. But whether you can legally bar him is another question. If his behavior is very disruptive or threatening, a court could issue an order barring him from your performances.…
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Anything you do the ex-employees would be retaliation for filing a charge. I suggest that the company be very careful about giving out negative references on these employees or about talking to other employers about the fact that they filed charges…
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It is legal to put cameras in areas that are generally open, where people would expect to be seen. A camera in a locker room or a bathroom, for example, would invade individuals' privacy, but a camera in an otherwise open area is okay. But, it is n…
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Employer's don't get in trouble when they classify employees as non-exempt and pay overtime. (Everyone can be paid overtime). The only way you will get in trouble is if you mistakenly classify an employee as exempt and don't pay overtime! Good Luc…
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In Texas, one party to a conversation can legally tape the conversation. (NOTE: an employer cannot tape conversations between employees without the knowledge of atleast one party to the conversation). However, tape recording these converstations …
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They are not generally required, BUT most employers do get signatures for proof that the information was communicated to the employee. For most at-will employees, the employer can change the terms and conditions of employment for the FUTURE by giv…
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The law under the NLRB is that the employee has the right to have a witness at an investigatory meeting. If the meeting is only for discipline to be given, no witness allowed. So if it is just to tell the employee, your suspended, your terminated,…
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To answer the question you asked: You can put her on unpaid leave or force her to use her vacation. I would not continue to pay her, as the investigation may strech several months. Good Luck!
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Retailation claim are very hot. More and more juries are finding "no" on discrimination, but "yes" on retaliation.
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You might want to consider going back to the source -- the CFO -- to discuss this. The CFO may not be aware that the company normally does not give merit raises over 5% and that this is an unusual request that may catch the attention of the the CEO…
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I don't think it is a mistake to deny the time off. Especially if you think others may ask for the same consideration. But if the training is something that will help her in her job, and the company wants her to attend, the company can consider …
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[font size="1" color="#FF0000"]LAST EDITED ON 10-29-02 AT 02:48PM (CST)[/font][p]I think you need to find out what the problem was. (Why did that employee burst into tears!!) Then evaluate whether you need him at the company. As far as whether …
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Training does not need to be that expensive. Many companies do the training themselves. But if you don't feel comfortable putting it on yourself, I am sure you can find training at a reasonable cost. Many attorneys will do it for you at a reduced …
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Unless there is an FMLA issue (for example if the "elective surgery" is to correct a health problem, but could be done at any time, as opposed to a nose job), the employer can deny her the time off. I suggest you sit down with the employee to dis…
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Everyone can be required to cross train and having them cross trained is probably not a bad idea. But as far as this employee getting ill from the machines, you need to look at a few issues: First, his condition probably (note: I say probably, as…
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You cannot presume that a pregnant woman will be unavailable for work. You can ask her about her availability, and make decisions based on her response. Here, she has told you that she will be available for work. You have to go with what she says…
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It also depends on how technical the position is and how the degree is valued for that type of position. For example, a college professor with experience and a Master's Degree, probably would not be as in demand, and could not command as high of …
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I am a little confused about what you are planning to do. You can hire the employees at minimum wage, then increase their pay once they sucessfully complete the training program, or give them a bonus once they complete it sucessfully. But if you h…
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Generally you need to give an employee the opportunity to explain or correct the number if there is a mistake (for example a name change due to marriage could cause a mismatch due to name and number, or a mistake in transcribing the number). If the…
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In Texas, if the employee vol quits, he gets his final paycheck on the regularly scheduled pay day for that work. For example, if the employee is paid on the 1st and 15th, and he quits on the 6th, he will get his final paycheck on the 15th. If the …
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You only have to pay them for hours worked, unless your company policy provides for a severance or your company has entered into an agreement to pay a severance. The only execption is that if the employee was terminated in a mass layoff, he may be …
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Don't assume that an illness does not give rise to FMLA rights, because you think it's not "serious". Even relatively minor illnesses, if the keep the employee off work for 3 days and require treatment can qualify for FMLA. If she is out for a medi…
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Yes I would ask her for it. In most cases, the employees don't reveal their tapes until suit, which can be very damaging. I would ask her for a complete copy. The method I would use to get a complete copy is to have her drop the tape off with an …
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The union has come up with a great defense -- the employee was previously insubordinate and this minor write up is in retaliation for the subordinate behavior. I am also wondering what the argument was about and why the employee thinks that it is o…