crawfod
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- crawfod
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While our City government does not allow vacation leave to be transferred, we do have what we call a "Sick Leave Pool" program that works very well and allows employees to receive income, once they exhaust their current accrued personal Sick Leave a…
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Our Policy states the following: "Sick leave shall be considered a benefit and privilege and not a right for the employee to use at his/her discretion. Employees shall, therefore, utilize their accumulated sick leave allowance for absences due t…
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Your idea implies that if this person found employment the day after termination that he/she would get nothing in terms of severance pay. Not knowing what your severance policy is, that would not seem fair to the employee. If that person had a job…
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mkelly, I work for a City Government (Gallatin, TN) and also received a BC/BS refund. I am not at work right now so I do not have access to my letter, but as I recall it advised us we "may" have fiduciary responsibilities. It all depended upon ERI…
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You said your written policy does not "encourage" working from home, which seems to say it is not forbidden. Perhaps you need to reconsider the wording along the lines of "is not permitted without advance written permission of the employee's immedi…
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How close is she to 18 and why do you want to terminate her? Apparently this young lady had the qualifications your company was looking for, you spent time and money recruiting, interviewing, and orienting her. I assume she is no longer in high sc…
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Nancyp, if your company setup is the same as my former employer, then the dues you mentioned each employee pays are probably being automatically deducted from their paychecks, there is some supplemental income being provided, perhaps from vending ma…
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I agree with the others. You are not only being fair to her but practical in the way your company should conduct its business. Besides, you are not permanently restricting her from driving, only until she provides you medical assurance she is okay…
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I too agree with the others about the OSHA situation. At some point you may want to look into why the employee complained directly to OSHA instead of coming to their boss or you first. And if that employee had done that and got no action from thei…
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Twin, I won't leave you alone as the only one who checks on the Forum after work. Last weekend after checking the Braves and Vols websites at home I thought I would see if I could access the Forum. Well, of course it was there, same password worke…
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I'm going to make an assumption that this employee does not directly work for you, but that one of your roles in HR is that of a terminator, regardless of whose department the employee is in. I guess I've been lucky all my career to work for organi…
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mrsbowden, we had copies of about 65% of our 2003 employees' SS cards on file, some dating back to 1986, although some were no longer correct due to marriage or divorce. As for the other 35%, I have sent those names to SS for verification. That ve…
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For MrsBowden: One thing to remember in beginning this project is that you are dealing with EVERYONE who will get a 2003 W-2. So this means not only your current employees, but those who have been separated as well during 2003. I started with our…
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I thought this post had quietly passed on. Since my original post my department has gone through our files looking for copies of SS cards obtained during the I-9 process. Unfortunately, this only goes back to 1986 and we have a number of employees…
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For a good description of I-9 instructions, go to the Bureau of Citizenship and Immigration Services at [url]http://www.bcis.gov/graphics[/url]. Then click on "How Do I", then "FAQ", then "Employment Eligibility Verification", then "About Form I-9"…
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Hey, don't steal all the good candidates from my city. We too are looking for a Police Chief for a workforce of 52 officers and 22 civilians, a city in Tennessee of about 23,000. In our state we are fortunate to have a Municipal Technical Advisory…
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TO: S Moll MD Not sure what you saw on my post referring to Pennsylvania unless you got my post confused with the one above it from HR rosie PA. My post seems to say crawfod TN. Anyway, my city employer is Gallatin, Tenn, a city of about 23,000 p…
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I've been unable to check the Forum for a while, and the first day I get back on, there's a fellow Tennessee city in the news. Murfreesboro is a city of about 70,000 with over 500 city employees, and here's what was reported in the newspaper. They…
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In both my present and previous employer, we have the employee's supervisor escort the employee to our local hospital, and they are paid for their time. Fortuneately, we are a town of 23,000 so it is only a couple of miles from our site. We don't …
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I work for a Tennessee city government now, and our Personnel files are definitely by Tenn law open to inspection by the employee. If an outside party asks to see the file, they can inspect also, but we have a right to protect that employee's priva…
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Sorry for the duplicate post. The system actually told me neither of my first two posts were successful, so I was just coming back to try again later. I can't remember the error message but it said something about contacting Jrobb somewhere.
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Are you planning on doing the background investigation yourself or using a firm that specializes in background checks? We use a company called Kroll Background America, Inc., 1-800-697-7189, and they have very good service and rates. Their form is…
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One question for both posters so far is if your firm intends to do the background check or are you going to give that responsibility to a company that specializes in such checks? We use a company in Tennessee called Kroll Background America, Inc. t…
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Since she is not eligible for FMLA job protection, how much leave time does your policy allow her to be out with the newborn? Make sure she complies with that. You spent time, money, and resources to hire and train this person. You apparently are…
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HCA, while I personally think CPR training is great for everyone, I work for a City government and have to constantly appreciate the fact that much of our funding is from taxpayers. My questions are: Are you meeting an OSHA requirement or just wan…
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Back to the Lizardman for a second, I read an article somewhere very recently, maybe Time magazine, and tongue splitting is definitely a new trend. Why, I don't know, because the article said their speech is definitely impaired, and eating and drin…
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Establishing pay scales has its benefits when faced with problems like yours. We have such a pay plan and when our employees "top out" the only increases they get comes from a COLA, but we do increase the scale accordingly. Before you begin a bo…
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Sounds like one of the first things to do is establish a written attendance policy that includes details about medical absences, including how you handle work related absences (which normally are excused). You also may have FMLA issues to deal with…
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To 5560905. Your original post implied that the employee was notified to go on their own to have their random test and still had not gone a few days later. Most policies I am familiar with don't allow such a process. The communication that a drug…
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My hope for you would be that somewhere in your union contract there may be wording dealing with such a matter. While I am not experienced with unions (thank goodness), many employers have phrases built into their attendance policies or leave polic…