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[font size="1" color="#FF0000"]LAST EDITED ON 07-02-03 AT 10:59AM (CST)[/font][p]I feel for you. We have had three employees suffer from some form of identity theft. Earlier this year we had a break-in and employee files were aparently accessed. I i…
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You can read your next issue of GQ with much more discriminating taste!
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Thanks Trinity. I guess I as somewhat ignorant fashionwise. I haven't done much shopping in the last few years. But I am fixin' to correct that. I've been losing weight and am ready to SHOP! Look out mall, here comes Barbara and her credit card!
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What are flood pants? Are they the ones that end just above the ankle? I enjoy the flexibility to dress business style during the week and then on Fridays to wear my jeans and sneakers. But unlike some people here, I don't wear the same jeans and sn…
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I'd love to be able to wear sleeveless. It amazes me that our dress code allows shorts and tennis shoes on a Friday, but I can't wear a sleeveless dress, hose and heels on a Tuesday. Go Figure!
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We are also here in hot southern Texas. We are a non-profit in the child-care and mental health field. We have a fairly liberal dress code. We allow capris during the week and we allow shorts on Friday's if they are no more than 3" above the knee.
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I do not belong to SHRM, but am very active in the local chapter. You don't have to have a national SHRM membership to join the local chapter. Here in San Antonio, the membership is $65 per year. I work for a non-profit also, and can relate to your …
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What about developing and writing an employee handbook, policy and procedures manual, supervisors manual, etc. You could also create and deliver, or research providers for training on time management, goal setting, team building, problem solving, et…
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Our leave of absence policy states that employees will be allowed up to a six month leave of absence. However they will be returned to work in whatever position is available that they are qualified for. If no position available that they qualify for…
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We are a non-profit also in Texas and we have different benefits for different categories of workers. We have about 34 employees here at the office and about 160 at off site child care locations. Due to the nature of their jobs and the need to maint…
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I would suggest one other thing. Our building was broken into on March 31st, or I should say 7 offices were broken into. We believe it was an employee, but have no evidence. Police came, etc. My biggest concern, is that they went through my assistan…
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If you are talking about a large number of employees, ask the Red Cross if you can "library" the books. That is what we do. We paid to have several of our staff certified as trainers and we pay a $5.00 fee (I think it that is what it still is)to the…
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I've been out of the office. I knew that written job descriptions weren't required, but I did think you had to be able to identify essential vs. non-essential. Thanks for the helpful info.
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I understand where you guys are coming from, but the ADA requires you to identify "essential" job functions.
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Be aware that ADA covers "rehabilitated" drug addicts. How exactly it is determined if someone is rehabbed, I don't know. But it is one consideration.
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I would complete the paperwork, but give your W/C carrier all the information you have and let them know we have reason to believe it may be a bogus claim. But do the paperwork - You don't want any type of possible claim of retaliation by not filing…
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You should be able to change him to "salaried non-exempt" and then pay one half for overtime hours. Just remember, his regular rate of pay will change from payperiod to payperiod depending on his hours worked and paid by salary. For example if he wo…
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Well you can't do anything about the pay, but you can discipline them for absence from work without permission! Even exempts should have approval required to "take off" whether for a whole day or a half day. Tks, Barbara
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[font size="1" color="#FF0000"]LAST EDITED ON 05-06-03 AT 11:09AM (CST)[/font][p]Great questions. I'm copying several of them. I like asking "If you had the authority at your last job to change anything, what would you change and why?" Nix the peopl…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-24-03 AT 08:29AM (CST)[/font][p]But be carefule when "handling" the customer, or you could wind up with a sexual harassment charge from them. (Sorry, I couldn't resist!) I have dealt with this issue …
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I would hate to have to put everything away off my desk and place under lock and key every night. There are several things in folders that I might be working on that are confidential and no one should have access to them. That would be another key p…
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I agree with Parabeagle, follow a similar policy. You might offer the other employee the option of taking Easter Monday off. Good Luck.
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Ours is based on a percentage (1.38% at this point) of annual base pay. That way everyone pays the "same", but more entry level staff aren't hurt by higher costs. Barbara
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Our policy is pretty strict due to the nature of our business. We operate child care centers and must be staffed to meet state ratios. However, we count absences by occasions and also determine scheduled vs. unscheduled. Staff are allowed 5 occasion…
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Thanks Tammy. I appreciate the info!
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I would like to send phone cards to my sons over there. Here is my naive question...Will any phone card work for calling from Kuwait/Iraq to the US? Tks, Barbara
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Tammy, I don't know what type of testing, and if it would be of any use the the employee elsewhere, but here is what we do. We hire childcare workers and train them in FA/CPR. We don't give them their cards until after 30 days of employment. If they…
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Paige, We have what is probably a combination policy and agreement as well as a form. As a non-profit, if employees use the phone for personal use, they have to pay something towards the cost, and there are a couple options. I probably need to updat…
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Me too Linda and a big thanks in advance. What would we do without the wonders of email! [email]hr1@saum.org[/email] Tks, Barbara