crawfod
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I would probably send him a letter, although you could justify not doing so by saying you personally gave him your answer, but I would word it briefly and not imply anything negative about his qualifications or positive about his future prospects.
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If the only gripe is they lose money every year, then have the Fire Chief communicate why that is; ie, insufficient funding, bad luck, impossible to plan for situations, etc. Of course, if his own poor management skills are a factor, then help him …
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I agree with the others. Get the official doctor's opinion and if you can't accommodate her, perhaps you can charm her into resigning on her own rather than being terminated. I've had that happen a time or two, but generally people don't want to q…
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Okay, that's good for the cause of disability, but what would you tell the Court the reason was to not give her her job back when she was released with no restrictions while on an approved leave of absence, even if not FMLA protected?
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A little more info, please. Has she reported her disability as being work related or non-work related? If you replaced her with a Temp, and she is now all clear to work, why would you not let the Temp go and give her back her old job? If the Temp…
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I think we all agree the FMLA exempt rules would be a good option, but what if this employee is not eligible for FMLA? Then I think going the non-exempt way would work. I did consider what I think Crout was saying, in that would it be wise employe…
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I like Whirlwind's solution of re-classifying her as Non-Exempt. This is the cleanest and fairest method for her and your company. When she returns to full duty, you can re-classify her again. Another angle however would be to determine that she …
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Hopefully you have a policy that allows medical examinations to determine fitness for duty. In our policy, we also have a statement that says, "It is the employee's responsibility to inform the proper supervisory personnel of his/her use of such le…
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Thanks for everyone's input. Council decided to leave things as they are now, only asking each Department to manage their take home vehicles carefully. A couple comments on other posts: Our WC insurance accepts liability for injuries incurred whi…
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While your concern for the organization is admirable, your VP is apparently willing to assign a task you don't want to someone else. I'd thank my lucky stars and let it go and later offer my help to the new Sup, if he or she wants your help.
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I'm not a fan of subordinates evaluating supervisor's performance. Waaayyy too many issues. At this point, however, I'd at least ask my boss why HR was not consulted on this project. It's not real clear to me what this Admin Asst is supposed to…
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Pay-wise, FLSA only requires pay for hours worked. Paid leave benefits, such as PTO, vacation, sick, holiday, etc, are an agreement between ee and er. So you're okay there. (I'm assuming your firm doesn't regard these days as part of your normal …
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Craig, being from TN I know where Pelham is and that it is a small community where your firm is probably the big dog. Without knowing more, I admit I'm way out on a limb with my advice, and you are right to speak up on behalf of your employees. …
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I too thought of "Gung Ho", and as I recall the ending the Americans proved they could do the job and the plant was saved, but the final scene was of all the workers, apparently somewhat enthusiastically, doing jumping jacks in the exercise area, a …
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Welcome to the Forum, David, you'll get a lot of good advice here. Just keep in mind there can be major differences between the private world and the public world. I'm with City government also, and our Police Dept has special departmental rules, …
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Our municipal code says, "nor shall any employee accept, directly or indirectly, any gift, gratuity, or favor of any kind which might reasonably be interpreted as an attempt to influence his/her actions with respect to city business." If this were …
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Shirley, the tasks have to be done and they're the only ones being paid to do them, and treating them equally is essential. If your city can afford it, give the workers the best tools and power equipment you can to minimize their physical efforts. …
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The Department of Labor regulation 29 CFR 541.602(b)(1) deals with pay deductions pertaining to exempt employees. Your example was a little confusing in that you said you cannot deduct a full day's pay for 3 hours missed for a doctor's appointment.…
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I would pass on this idea too. Other concerns besides the other posts would be: What if other employees want their kids to come in also? Where do you draw the line? How do you choose which ones are allowed? What do you do if a volunteer does a t…
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I believe the main legal issue exempt employees have is when they work a lot of overtime and are not being paid for it. Therefore, they challenge your classification and say they should be non-exempt and thus entitled to overtime pay. If your EA i…
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We match dollar for dollar up to 3% and overall our workforce participates well, but there are always a few who say they can't afford it right now. I sometimes break it down for them making the point that it's only a few dollars a day that they pro…
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Don's post "Those of us charged with responsibility for safety are trained to 'recognize hazards' and potential hazards and correct them before they result in injury and financial loss" matches my point of view. That is, everyone who shows up for w…
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The idea of a tired truck driver is enough to scare all of us, but what do you do if a driver comes in to work and says, "How about that ball game last night that lasted till 1:00 am? I didn't get to sleep until 3, I was so excited." Do you fire h…
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HRLass, I'm going to be nit-picky today cause it's Monday. First, to clarify your question, suspending exempt employees without pay is I believe your main focus, versus simply suspending exempt or non-exempt employees. I see the pay issue as the d…
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Don and Larry, I didn't say it well, but I meant to offer an interpretation for suspending an exempt employee without pay. I agree with Larry that "suspending" any employee for profanity or other violations is okay, but I think suspending an exempt…
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Below is what I copied from the DOL website (29CFR 541.602(b)(5): (5) Deductions from pay of exempt employees may be made for unpaid disciplinary suspensions of one or more full days imposed in good faith for infractions of workplace conduct rul…
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Nietra, I assume you will pay for the cost of the physical, as we do. However, we have all our applicants sign a statement that says, "...that any expenses incurred in providing required documentation will be my sole responsibility...". For instan…
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Deb, is he aware of his diminishing performance? My initial reaction was like SMace to treat it as a performance issue, and if he acknowledges that his health is affecting his performance, have him provide a medical statement describing any restrict…
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Fair or not, everybody missed it, so in a sense you had a wasted question in terms of comparing candidates. I always get concerned over a test question that has a high miss rate, especially 100%. In your case, I would now compare how many got the …
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Popeye, I don't want to wear this topic out, but in 825.205(d) that you referred me to, it talks about averaging hours worked for the 12 WEEKS prior to the leave, not 12 MONTHS, like your more recent post. Also, it doesn't literally say only OT hou…