allsteaks
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I can't address what the State of Wisc. would do, but if enough employees testify that they are expected to "donate" time due to the rounding, and it is directed by management, you are potentially looking at months, even years of back pay adjustment…
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I'd first suggest you present your question under a different topic, like wages. "Using the Forum" doesn't get a lot of attention. In response to your question, we do not stipulate that people work through their notice period. My experience has b…
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Since they are former employees, I would not compensate them unless you specifically requested they be subpeonaed. I would leave their compensation to the court and their current employer. Of course we are a private employer not a municipality, so…
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Manufacturing, govt. contractor, 250 employees, Accounting does payroll processing, HR does employee input/changes to payroll system. HR, Safety, Training, Plant Protection, Office Services. Just the usual stuff.
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Recommend setting your own with a standard of no more often than once per month as a suggested starting point. Post and enforce for everyone.
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Here's an explanation from the DOL website under exempt employees. 40 hours a week is meaningless and should not be a part of the definition. A job is exempt if it meet the definition. If your CEO wants his people to be accountable for their hour…
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I agree with ACU Frank that your issue needs to be performance based, not hours. Is the boss upset because they leave at 5:00 or because their work isn't completed? Perhaps it's a staffing issue, you may have too many people doing too little work!…
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Our rate is equal for all employees and it is based on the demographics, history, etc. Yes, the younger end up being penalized somewhat but since we're paying 75% of everyone's they don't complain, and we consider it equitable. If your employee co…
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We are also going self-insured STD because of potential savings, but mainly because of problems with multiple insurance carriers. Because our STD is a union contract benefit, it must be paid according to the plan and very timely. We do not have a …
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No expert but I don't believe you can request to see the actual prescription as it could reveal the nature of the medical condition. If the doctor's documentation required the employee to be off work for three days or more, you likely need to live …
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I think Q's list includes most of the reasons we didn't get anymore input on this thread. Also most disabled individuals don't want to work where they aren't wanted and "the word on the street" tells them where they are welcome or shunned. It was …
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CCHR's question though was accommodating the employee. In my opinion and assuming their injury/illness is not work related, I would not even allow them to work until they provide physician statements that specify their limitations in writing. So f…
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Consider implementing it in reverse. Put together a policy that you believe is fair and can be followed consistently. Take it directly to the senior authority (i.e., President, GM) and tell them you can implement this policy effective Monday, 8-20…
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What is your past practice and policy regarding the same/similar behavior? You have followed the best medical advice and complied with all limitations, so if you have terminated employees for this behavior that's what I would recommend.
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We are fortunate to have a local physician as our medical gatekeeper. He can do any follow ups we may need and does not review any medical info to us, only authenticity.
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Not only how, why? Unless their a mattress tester or wine taster I can't see the requirement for an ADA accommodation. If the medication is strong enough to put them to sleep they are also an obvious safety risk to themselves and their coworkers. …
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From what I've read, your problem isn't with the selection process it's with poor communication channels within your departments. If you have a few engineers participating in each interview then their opinions are more than adequate. It would also…
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Just took a quick glance and it looks like they will be very beneficial; thanks!!
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Unless you have a collective bargaining agreement that dictates rates of pay, and the reduced salary is above the Federal and Missouri minimum wage requirement, and you have the new hire sign an acceptance of the waiver of minimum salary range, it s…
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Our location's primary contact for ethics complaints is a manager who is not associated with any major department from which the majority of complaints would be expected to come from, including HR. We feel she is close to a neutral party so callers…
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Never heard of it; snake oil sales must be slow this time of year..
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Our handbook specifies 12 months, i.e., discipline past 12 months is not considered in progressive discipline cases. Our attendance policy is different in that the first occurrances fall off at the 12 month mark so the same discipline step may be i…
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This may be a unique thought (because we don't do it and we have a 4 day week): instead of working Monday thru Thursday, schedule Tuesday thru Friday! That eliminates all the Monday holidays. A few will still catch you but it takes care of Monday…
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I wasn't going to add to this discussion but being a simple person I had a simple idea. All of the holidays, and the holydays observed as holidays, are MY days, not your days. I have my birthday, and if our policy is employees receive a paid day o…
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Ray's responses have reflected very eloquently my feelings on this subject and I am also sick and tired of compromising. If we are going to call it anything but Christmas then don't celebrate it at all. Do not allow any decorations in any stores, …
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Although it has been several years, the then INS, now ICE, would give immigrants a temporary work permit which basically said they could work or continue to work while their paperwork was being processed. We (a previous employer) were contacted by …
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Just curious, have you done a wage and benefit analysis to make sure you're competitive in your market? Can you offer new employees stability, enough to draw them away from other employers? If your unemployment is nonexistent (2.5% is) your choice…
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Take him out back and kick his soap.....
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Maybe I'm just too confrontational or believe everyone has to be accountable, but it would seem a good private conversation with the offending party would be the logical first step. Some people don't realize how their behavior affects fellow worker…