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SMace is correct. However, you should have a written rule about breaks. We have two ten minute breaks a day at specified times. Anyone who takes longer will be warned (it always takes only one warning so I don't know what we would do with someone…
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NO. If they are working they must be paid.
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I wouldn't go there. There are laws about overtime and I have to yet to see one that allows an ee to opt out.
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Our practice has been that anyone who showed up for work (non-exempt of course)is paid as if they had worked their full scheduled time. No other adjustments are made (meaning the person who was on vacation does not get an additional day off).
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If an ee calls, the supervisor can, at least, plan for the day and place workers where needed. If there is a no call, the supervisor cannot plan.
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Our policy is one noshow/no call, a written warning. Second noshow/no call, a suspension. Third noshow/no call, terminated. No show/no calls should be treated separately from an attendance points policy.
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I'm not too sure what the law is, but I would not withhold the paycheck. I would, however, write the ee up as per our attendance rules.
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But all I want is my pacifier and teddy bear.
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You state that the witness said it was no big deal? What does that mean? Therefore, I would suggest that a further investigation is in order.
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Very well. However, the groundwork was in place before the meeting. But, it is obvious, that the respect for the om by the ees she supervises and by other managers was severely damaged.
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1. The office is closing because of a maintenance problem that requires removal of ceiling tiles. 2. With the exception of one ee who went to office manager to explain why they needed the full hour for lunch, the others who went storming in, used…
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What concerns me, based on what you have written, is that you are talking about one individual. That could be problem. The guidelines should apply to all the psychologists who do evaluations. Have you thought about a merit increase?
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We close the factories every year during Christmas-New Year week. Salaried exempt ees know that this a vacation week for them.
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You cannot expect compliance with a rule if the employees don't know the rule exists. I would suggest not only that it go in your ee manual, but before implementation, make sure every ee has a copy.
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NYC does not allow any smoking in office buildings or factories. When the law went into effect, it was made clear that smoking was limited to the one break in the morning, one break in the afternoon and lunch. Management was told by the president …
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Did you call Social Security and verify the new taxpayer ID number?
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First of all, if they are going over on company business, the ee should not be penalized. For those who go over on company business, you might consider changing the plan. I have not problem penalizing people who go over on personal use. However, I…
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In addition, if they get injured on the job, the wc carrier will instantly become of suspicious because of the location where the accident happened.
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Fact of the matter, is they are still entitled to the vacation time and could take it in the future. Meantime, if they collect unemployment, the company's payments (at least in New York where experience is taken into account)to the unemployment fun…
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Lay-offs, even short term ones, are miserable things for everyone involved. I hate doing them. Having said that, if an employee wants to to use their vacation and/or sick/personnel days, we have always allowed it. I do not know exactly what the l…
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What does management want to do? If it was me, I would have the employee report as scheduled. I really do not understand what her problem is.
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re: Mandatory training, mandatory meetings, mandatory anything - I strongly believe that people should be paid for attending.
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The laws vary from state to state. Check your state laws.
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Since part of company policy should include a statement about whistleblowers, I would be very concerned that more than one employee is afraid to step forward. This situation requires a serious investigation to determine how to rectify the situation…
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We are in two locations in two different states. We use time clocks that are connected to computers at this office. We check daily and contact the supervisor if there is a problem. Pay day goes quickly and we rarely have a problem. As to delivery…
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You can always be more generous than the law. MY experience has shown that when you include the 8 hours of holiday pay within the 40 hrs/week, the employees are more likely to work longer days. They get the money and the company gets the productio…
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>Agree with Whirlwind. Who's Whirlwind? xhugs
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I believe on life insurance you can name anyone. However, if you have a pension plan, the spouse must agree, in writing, if they are not the beneficiary.
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I am writing without knowing what the expected delivery date is. First, you should notify the insurance carrier that she is being paid by the company to work at home. Second, you should advise the CEO of your concerns. Probably updated medical info …
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Even with a long term ee who is out on wc, you would still not have a check from which to deduct premiums.