Tish
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We have an EOM program. Each department twice a year nominates 3 individuals, then the EEs of that department along with all management vote from the 3 nominations. They receive a $50.00 gift certificate to a restuarant of their choice along with …
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Exactly for the reasons you stated is also why I disagreed with the speaker. I also addressed the fact that here when an employee goes exempt it is discussed with them that management expects them to work at lease 40 hours as a norm. The work they…
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only had the opportunity to read a couple replies, so if this is a duplicate you'll have to excuse me. You state "for convenience purposes, second shift..." does this mean your actual payday is Friday's? If so why not stick to policy for everyone …
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When I first started with our company they went through the same thing. We had an EE terminated, he came back at us when he lost his unemployment claim. His basis was that he had time that hadn't been paid. The company is manufacturing and had a …
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Instead it suggests that the employer should emphasize its policy of assisting employees who encounter difficulties in the workplace. This is exactly the suggestion I needed - dealing with similiar situation and this has really helped. T…
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I agree with Marc. I look at what I have to to make the qualifications for FMLA - been with company for at least a year and worked the required number of hours; after that it is out of my hands and the doctors decide. Prevents me from making person…
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Don, What would be the difference? If he/she isn't following the call in procedures they should be treated the same. Follow your call in procedures.
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All great suggestions. I found when I first started in HR that I felt that I had to handle everything for everybody, hardly ever took a break of any kind, etc. Now I make sure I take my breaks and get out of the office and away from employee traff…
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OUR LOCAL CHAMBER OF COMM DOES A GREAT JOB DOING WAGE/BENEFIT SURVEYS. I ALSO WORK WITH THE AREA UNEMPLOYMENT/WORK SERVICES OFFICE AND THEY HAVE BEEN VERY HELPFUL.
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I was part of a mentoring program and really benefitted from it. What I liked about the company's mentor program was what they built into it, not only the basic job knowledge needed but also stressed the company's philosphies, safety, etc I got all…
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Jewel good luck and keep us informed on how things go.
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We get the day off as a scheduled holiday.
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Up until I moved into HR no one knew what our turn over rate was. I was amazed at the revolving door, especially in some departments. After my first year I produced numbers for each department/supervisor. I put together "cute" little comparison c…
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Elle, I didn't realized you worked for the same company and at the same location as I do!!??? Or maybe my managers are moonlighting for your company. At times I feel the same way as you do. I stay motivated by knowing that I do help the EEs he…
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It is the physician who makes the determination is it is/isn't a serious health condition. As HR myconcern would be that I have followed all the steps to make sure (if she qualifies) that FML was offered and processed correctly. Leave the diagnosi…
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Beagle, Thank you for the info. Yes we do have a policy also EEs are given a letter explaining work comp, their obligations to supply documentation etc. We also informed our ins company about the comment about getting hurt at home and at this tim…
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I agree with part of what LarryC stated. The fact the medical was declining payment initially and the run-around that some medical coverage gives the EE you are very lucky that it suddenly didn't become a work aggravated injury. As far as extend…
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If it was me, I certainly would want someone who would tackfully mention it to me. That my "habit" came across as unprofessional. When I first started in HR I had my manager critique my public speaking, disciplinary actions etc. So that I could g…
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Holiday falls on Saturday, we get Friday off, Falls on Sunday get Monday off.
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Unfortantely time didn't allow me to read all responses so if I'm duplicating I apologize. When I come to work I arrive 15 - 20 minutes early, this allows me to "collect" myself and get ready to work when I am suppose to. I guess my question would…
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We have the same as Parabeagle, $100 at hire, $200 at 90 days, and $200 at 1 year, we also give a $500 to every new hire when they reach their 1 yr anniversary.
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We have 3 main codes Voluntary Termination Discharge (company terminated) RIF (lay off) Then in reason we have sub codes new job w/better pay, return to school, relocation etc. I do it to track the reasons why employees leave us. As Don stated th…
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Catlady, We use a program by G Neil Confidental Employee Record and Attendance Controller, it is very easy to use, has wonderful reporting ability. We have both programs and it is very reasonably priced. You can get it for a single user or multi …
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People, People - lets play nice!!!
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My concern with implementing a policy like this would be - what happens when you have employees who have used up all their vacation? Will they be disciplined for attendance issues or will they just get the time off without pay? T Then you have EE…
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1st shift - 2 paid 15 minute breaks, they run 9 - 9:15am and 1:30 - 1:45pm and 1/2 unpaid lunch at 11 - 11:30am. 2nd and 3rd shift work a straight 8 hour shift with no lunch and 2 15 minute breaks that are scheduled according to production needs. …
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Thanks Pork,
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thank you so much for the help. Did not realize my posting came on the heels of another maternity question. Thanks again