dchr9203
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My current employer does not provide severance, which I disagree with. I think that company breeds good will by having a severance package based on years of service, available to eligibel employees only. Those that quit or are terminated for cause…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-04-04 AT 03:45PM (CST)[/font][br][br]Tell her how much you appreciate her deferring her vacation to a later date, and that as her employer you cannot in good conscious allow her to defer it any longer…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-04-04 AT 02:09PM (CST)[/font][br][br]I would notify the employee the FMLA leave is conditional and effective on August 16 provided the appropriate documentation is returned to you by a specific date. …
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[font size="1" color="#FF0000"]LAST EDITED ON 11-03-04 AT 04:29PM (CST)[/font][br][br]Management by intimidation may get short-term results, but your company will lose in the long-term by loss of valuable employees, low productivity, possible legal …
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Unless you have a legitimate, extremely well documented performance issue that warrants the change in pay for the "protected" employee, GET OUT YOUR CHECKBOOK! Even if you do have a legitimate, extremely well documented performance issue that warra…
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Here's the link for the most current - which by the way are FREE! [url]http://www.dol.gov/osbp/sbrefa/poster/main.htm[/url]
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That sort of behavior could be construed as insubordination and our company's policy includes insubordination grounds for termination without notice or warning. Otherwise, deal with it as you would a spoiled child. State your position, if she roll…
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I am assuming that because you have access to this information, you are self- or partially self-funded. As such, you have "control" of your plan and have rights under that control, which includes case and risk management, and in some cases, suspend…
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I've used my local print/graphic design shop for the "specialty" posters. I just tell them what I want it to say and let them do the design and production.
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[font size="1" color="#FF0000"]LAST EDITED ON 10-29-04 AT 08:30AM (CST)[/font][br][br]Yes it is. Make it clear in your offers and other documentation (i.e. employment guide, P&P's) that they employment is contingent upon it.
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Do not go there at the hearing! Stick to the facts and events up to his last day only. If you imply that you may have terminated/laid off/whatever eventually, you may lose the appeal.
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The best you can do is document the events, including his statements to replace him and the meeting where you told him you would accept his resignation, then submit it when/if he files for unemployment.
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No paid time off; polls are open nowadays during hours that can accommodate virutally any shift schedule.
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I consider myself very lucky that I do not work in a micromanaged environment that is punitive for one minute late, and ungrateful for 60 minutes worked over. Being exempt, in management, and working in a non-manufacturing environment, I don't have…
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Unless the policy specifically defines hours of work and what constitutes "tardy" (one minute or 120), then its subjective. Under normal circumstances and without a history of tardiness, one minute would not be considered "late". In my opinion, th…
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Depends. Is this an Exempt professional employee or is it an non-exempt clerical or labor employee? AND/or does this person relieve another person from a different shift? One minute could be construed as "late" for the non-exempt who punches a ti…
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Federal gov't will observe on 12/31. We're a gov't contractor and right now, we're looking at same.
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If I thought for one moment I could get away with this one, I would never have to attend another boring staff or management meeting again in my life! Good grief, the imagination of humans is limitless. Does this employee have to do anything other …
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[font size="1" color="#FF0000"]LAST EDITED ON 10-25-04 AT 10:32AM (CST)[/font][br][br]Whoa! Sounds like you might be dealing with more than just BO. This employee has been through alot, away from his family for 3 years, dealing with debriefing fr…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-22-04 AT 02:15PM (CST)[/font][br][br]No, it doesn't sound like you did anything wrong. You are the HR "expert"; it is your job to maintain the handbook; and you had approval of the big guy to move ah…
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Anonymous tips like this are not worthy of even a second thought. They usually come from a malicious, vindictive individual who is only trying to create problems for the "reported". Just ignore it.
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If you expect the employee to sign the acknolwedgement upon receipt of the handbook, then it would be better to say "I have received a copy of the employee handbook and understand it is my responsibility to read it and comply with the guidelines the…
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That was the "blah blah" - where you plug in what's appropriate to your company.
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You have an employee who is "screaming" at you they've made a career/employment choice they're unhappy (most likely wouldn't be happy anywhere but oh well that's his problem) with but is unwilling to take the initiative to move on. Absolutely you c…
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No, you are not required to provide benefits.
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I wouldn't ignore it. If the employee is angry enough to continue calling, there's no way to know how far they will go, including violence, and trust me, you never know! I would have the corporate attorney write a letter and if that didn't work, c…
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In my other life in health care, we had lots of contract employees. Our agreement with the agency was that their employees were required to attend our training. The agency was responsible for paying their employees for attending the training.
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Some states do require that you pay benefit time at termination. You would have to look at each state's DOL site to determine. In our case, employees accrue (and we "bank) PTO, and unused leave is paid at termination. My previous employer accrued…
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Thanks!
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She needs to be terminated. Depending on what your policies say re: progressive discipline and attendance; give her a final written warning taht failure to comply with your expectations immediately and ongoing will result in termination of employme…