WOCO Frank
About
- Username
- WOCO Frank
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
>Do we get a second opinion if her doctor releases her to return to >work 3 days after delivery? No, you report the doctor to your state certification board.
-
It's not quite the same situation, but I do have a policy here (signed off on by every new hire in at least 3 different places) that if you quit without giving proper (2 weeks, in most cases) notice, your pay will be reduced to minimum wage for your…
-
I've used OrgPlus in the past, and it is excellent. The president of my current employer views org charts with some suspicion, so we don't do them here. I thought that might change when I had to testify in a wrongful discharge hearing that the d…
-
>could state laws play a roll in this as well - with CO being more >gangrenous? I want to know more about Colorado, and its gangrene level.
-
I grew up in a family of volunteer fire fighters... my step-father was the department chief for many years. None of us would have dreamed of taking on such a position without advising our employer. In my case, it was always something mentioned at th…
-
Maybe I missed something, but I thought you said he was the Director of Finance. C'mon, everybody knows the Director of Finance NEVER has to do what HR tells him to. (You're probably lucky not to be reporting to him - be thankful for that!)
-
My experience here is pretty brief, but I'll tell you what I learned. 1. If the feedback is a charade (ie, management really doesn't care what employees think of their supervisors), or it's aimed at one particular manager that you'd like to get rid…
-
Don, I thought I was the only one who knew that! I'd rather poke my own eyes out with lead pencils than have to tell a female employee that her skirt is too short, or her blouse is too sheer. At least, that's my excuse for not telling them!
-
>(3) No employee has any cause to file any charge or claim of >being treated unfairly since the company has absolutely no part in the >activity, This type of after-hours behavior has provided support for many discrimination claims. …
-
We also ask for deferred adjudications. In Missouri, you have two types - suspended imposition of sentence, and suspended execution of sentence. Under SIS, the offense is expunged upon completion of probation, and no conviction is ever recorded. Und…
-
>Hi >Although you can't legally require an ee to produce the SSA card Uh oh. We can't?
-
>Contact HRCI for possible options ([url]www.hrci.org[/url]), as well as the >University for any off campus continuing education resources. I have contacted HRCI... that's why I'm looking for a comparison of the relative strengths of the H…
-
I agree that would probably be the ideal situation... but I'm an hour from the nearest university, so that's less practical than I'd like it to be. I'm willing to spend the money to transfer my time and effort away from procuring the information and…
-
Our law in Missouri is very similar to the one Mr. Santire just cited for Texas.
-
We're one of those rare companies that will release information. All reference checks come to me, and I will tell you what you want to know as long as: 1. I've verified it to be true. 2. It's documented. 3. It's relevant. 4. The employee/ex-employe…
-
>I believe an employee has the right to stop any payroll deductions at >any time except those mandated by law. They also have the right to find another job where they don't have to wear a uniform.
-
I guess waiver was not the best term to use. What I'm putting together is a form in which the employee acknowledges that they've read the rules on use of the room/equipment, that they understand that they are to use the room only when they are off t…
-
Well, we all thought that before the S.D. Supreme Court ruled on the muskrat trapper! >If an employee is not on the job and an injury does >not occur out of the course of their employment while performing work >for the company, comp woul…
-
>All of the management team was made responsible by the president of >the >>company to "keep an eye" on their staff at the party and anyone found >>over indulging was flagged by the bar tender! Last summer, I had to lobby…
-
>Paul, I haven't heard of anyone being held liable for serving alcohol >at company events. Otherwise, you could have more CEOs locked up than >Enron and WorldCom combined! I think it's the fact of what happens >afterwards.> My 2…
-
I definitely agree with the notion that this is best handled with the informer by telling her you appreciate her concern and that HR is taking care of it. Tell her your treatment of the matter going forward is confidential, just as it would be if an…
-
>no, we in sunny California do not have to comply with a regulation that permits people to lie on their resume. Yeah, that statute probably won't be introduced until next year.
-
Having been through it once, with disastrous results, here is the downside as I see it: By implementing such a process, you are implying that the opinions of all people involved matter. The first time your 360 process is circumvented, its integrity …
-
The term I really hate is "subordinate". Yuk.
-
When I was with a union employer, we (HR) routinely requested and received formal recommendations on safety rules from our "safety consultant", who was actually our work comp TPA. These recommendations typically listed the safety policy we wanted to…
-
We just installed an exercise room. It's only to be used during non-working hours, of course, but I think maybe a release is in order. Do any of you have a current document you might recommend?
-
We deal with a lot of employee theft and we routinely use the paycheck to get it back. If the check is worth more than the amount stolen, we give them the paycheck when they bring us a cashier's check for the restitution amount. If the check is less…
-
> >How can we show . . . that we simply started to do >what needs to be done as far as documentation goes? We have to start >somewhere, don't we? Sometimes the best evidence of that is whether or not you continue with proper co…
-
Our policy is similar to your revised version, but it only applies to DOT-regulated positions. DOT regs are already rife with ADA-objectionable items, so what's one more?
-
In Missouri, you can terminate an employee for refusing a test, but their refusal does not disqualify them from receiving unemployment benefits. The level of evidence needed for that is so high, that it typically requires lab results. That's our Cat…