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We banned them. Too much confusion (especially since not everyone takes lunch at the same time and who switches with who etc. became too time consuming). And, just wait until the day when an ee isn't invited because the person who picked up the cak…
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I would talk to the interim cm and find out why they told the ee their job might be eliminated. Maybe, the cm wanted to give the ees a heads up that their jobs may be eliminated and a clue how they could possibly save them. Maybe, the interim cm wa…
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Forget FMLA, it doesn't apply if the the ee is still working full time but on light duty. As to light duty, if you have a policy that you have consistently followed, then follow it in this case.
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I don't know. But something inside me is asking what if I had an employee whose second job was a pastor, minister, rabbi etc. etc. Would I allow them an accomodation so they could lead their congregation in prayer (probably yes-though I'm not sure …
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He >isn't specifically wanting Sundays off in order >to attend church, he wants to become a pastor >and needs to have a certain amount of hours in. Since most religious leaders perform multi-functions, what exactly do you mean by …
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When you were informed that she was hospitalized, you should have sent her disability papers. Furthermore, if she is eligible under FMLA (and I don't know the size of your company), you should have sent her the FMLA paperwork. And, if she is eligi…
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Heck no - you can't please all of the people all of the time. You have a program in place that seems fair, why fiddle with it.
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There is no way reasonable way to handle the problem between different departments. Different departments have different requirements. Since the total amount of the breaks is about the same, there is no need to change the policy. Question-what is …
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I agree with Paul-if they were IMing for six hours, they weren't working. That is the issue. No need to be understanding. Another issue might be (for management to look into) why they didn't go to management when they felt they weren't getting a t…
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First, of all, you are part-owners. The rules and perks are different for you are different. Second, you shouldn't treat pregnancy differently than any other disease. Third, what exactly do you want to offer this employee? Fourth, since you are …
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> >With FMLA 6 weeks for a normal birth and 8 weeks >for a "C Section" are the periods listed in our >Medical Leave Policy and pays a disability >income to the female EE. After that period and >her physician determines he wil…
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I use tasks for projects or anything that must be done by a particular date (i.e. insurance survey). For something that must be done on a particular date (i.e. give enrolment forms to a new ee) I use the calendar.
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If I made mistakes, and I am not saying I do, I use Outlook to keep track of everything.
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As a rule, we never give out any but factual information (date of hire, date of termination). We do give out any opinions (ie on a scale of 1-5, employee was cooperative).
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>Keep your employment decisions related to >business needs. Skills, abilities, education, >experience, references...the usual tools - if >you can't do your job without resorting to >reading someone's blog to determine if they're…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-31-06 AT 02:35PM (CST)[/font][br][br]By the same token, if the applicant has never posted on a blog (maybe is still sort of computer illiterate), am I suppose to refuse to hire them because I don't kn…
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If you knew someone had some bizzare >content on their blog, with undertones of >violent, racist, or other extreme views, are you >really telling me that such content ought to be >totally ignored? To use your terminology "what >…
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It is amazing to me how computers have changed our lives in ways we never considered. In the past, pb (pre-blog), what an applicant and/or employee thought and/or said wasn't a major concern-meaning we did not follow them around to see if they went …
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>It makes a difference whether there is a union >involved or not. If you are simply putting a >person on probation, clearly state what the >problems are and what you expect. Give a time >frame for improvement. Make it clear…
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Always follow the contract. If the timeline has expired, there is nothing to discuss. As to the main issue, I would go to arbitration. It is not a he said/she said issue. It is based on what the contract states. You reasonably followed the cont…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-12-06 AT 09:02AM (CST)[/font][br][br]What does your contract state is next step after the 3rd step? Since I don't know what the OT issue is, I would like to know that. Exactly what is the grievance? …
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I can just see it now. "Members of the jury...my client was drunk. We don't deny it. Her er took advantage of the fact she was drunk and not in complete control of herself and slept with her. Maybe, because she was drunk, she was not that good. …
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To sort of change the thread - but there is a bigger issue - a drunk female slept consensually with one of the owners at an after-hours party. Why talk about "punishing" an employee, when an owner's behavior is so out line. Unfortunately, at this …
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Talk to the company doing the testing. They've probably dealt with this problem before.
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My parents who born before social security existed have numbers. I know my grandparents (who immigrated here before social security existed) got numbers. And, I also know, that there are people in jail for not paying their taxes for "religious" r…
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Since we automatically check all ss numbers for authenticity, no social security number, no job.
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We, also, only pay for the day of the injury.
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If you make it mandatory, you will not only not improve morale, but you might create some resentment. My suggestion -change it to the summer and have a picnic or boatride. Invite families. Create something that people will want to attend. You are…
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Forget contrite. If you have a no-show, no call policy in place, fire him. If you don't have one in place, give him a written warning that the next time he is absent with calling in he will be fired (and fire him the next time).
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You have performance problems not age problems. You should be treating all performance problems the same (no matter the age). You do not indicate what has been done up to this point (performance reviews etc.) You seem to talking about correcting a…