dchr9203
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NADUR, The DOL has a "sample" AAP for small businesses that can be tailored for your needs. Here's the link: [url]http://www.dol.gov/esa/regs/compliance/ofccp/pdf/sampleaap.pdf[/url] Also, here's another "resource" for information. [url]http://w…
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If its important to the company, then be direct about it. It mattered enough to the employees to bring to to your attention, and if they aren't willing to stand behind what they said, then they should never have said it. Clearly, "sexy" does know …
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[font size="1" color="#FF0000"]LAST EDITED ON 10-14-05 AT 01:24PM (CST)[/font][br][br]As long as you mutually agree on the number of hours, yes you can have a part-time exempt/salaried employee.
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We provide a copy to the employee and have them initial our original that they've received a copy.
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Deny the expense. It is not the employer's responsibility to cover anything other than legitimate travel expenses and pet boarding ain't one of 'em.
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We use it and we're getting ready to outsource it again. It is a good product if you have the administrative resources to stay on top of it. It is very administratively "heavy" and for our business (defense contractor - high turnover), it is too m…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-10-05 AT 09:47AM (CST)[/font][br][br]These are two sources I've used here in Alabama. Moseley Technical Services Inc. [url]www.moseleytechnical.com[/url] 800-897-7245 QuantumResources (formerly Aram…
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I just love those employees who tell, but don't want the accused to know! Sheesh! My most recent experience with this I told the employee that based on her complaint, which suggests another employee's seriuos violation of our policies, I would inv…
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No, you don't have enough to terminate. If nothing else, the big question would be why after 30 years have you only just begun taking action against inapporpriate behaviors and it coincides with his age discriminiation claim? You certainly cannot …
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[font size="1" color="#FF0000"]LAST EDITED ON 07-26-05 AT 04:05PM (CST)[/font][br][br] Not without the employee's signed consent authorizing you to withhold it. Even then, there may be some state guidelines that prohibit it. Check with your state'…
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I say it would be tough. Not everyone has a computer, and not everyone who does have one has it on all of the time. If the company is willing to provide laptops and pay for email accounts, then that would be another matter.
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[font size="1" color="#FF0000"]LAST EDITED ON 07-22-05 AT 02:03PM (CST)[/font][br][br] LivindonSouth, Much, much better! So important that we in HR ensure EEO & Diversity initiatives. Besides, it makes for a much more interesting scenario.
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How come these imaginative scenarios include only female participants? Don't men in office cubes order out for Chinese too?!
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I think the MSG has to be ingested. Never heard of it causing any symptoms otherwise. Now the smell of chinese food is another matter!
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[font size="1" color="#FF0000"]LAST EDITED ON 07-08-05 AT 11:18AM (CST)[/font][br][br]I agree that the performance issues outweigh the disability. His behavior is a liability, and while there's compassion for his condition, it should not override th…
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We're a privately held company and this is considered very important by our owners. I think its a good idea regardless of public/private status. $1m seems to be an common benefit amount.
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Yep. About all you can do at this point is sincerely, and publicly, apologize. A manager's cruise!? I wanna work for your company!
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Contact your local court house and ask for the city ordinance on smoking. Also, if your policy is non-smoking, or your rental agreement is non-smoking, and the city ordinance is non-smoking, somebody might want to mention fine$ to the owner. If th…
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Makes me appreciate what I have! Wow! Definately not enought time off.
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3 weeks PTO 1-5 yr 4 weeks PT 5-10 yr 5 weeks PT 15+ yr
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I'm sorry to hear that. For what it's worth, if there's even a tiny smidge of hope to salvage it; fight for it. If not, there is life afterward! Those of us that have been there and done that feel for you.
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"..... It's become quite common over the past three years." Its just more evidence of the "thinning" of our society's skin. The whole policital correctness thing; don't say "boo" lest it offend someone; don't pray to God/Jesus in public; let's leg…
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I would let it be what it is; a termination. If it makes the employee feel better to say they resigned, then let them give you their own letter. But as for your company documents, if its a termination, then it needs to be documented as such. I th…
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If it were not for his "confession", would you hire him? If so, then throw out what you now know about him personally and make your decision based on his ability to do the job.
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Why would you terminate based solely on that? Maybe he's reformed and what he did back then has nothing to do with who he is now. If his performance and employment record are good, I would leave it alone.
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First, why are you talking to her? Is she your direct report? Her supervisor should be handling the matter. Second, if that's your company culture, unless your management supports the policy and supports you trying to enforce it, you're wasting y…
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Try [url]http://www.randomizer.org/form.htm[/url] I generate a list on Excel and sort randomly, then use this website to further random.
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Can you be more specific? If you're talking about a "temporary layoff", contact your state unemployment office and ask about Partial Benefits. Otherwise, without specifics, its hard to point you in the right direction.
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[font size="1" color="#FF0000"]LAST EDITED ON 06-01-05 AT 12:59PM (CST)[/font][br][br]The employee is penalized through the disciplinary action process. 1st "forget" is Coached/reminded that time clocking is mandatory; 2nd "forget" is verbal warnin…
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I whole heartedly agree with the opposing school board member. In the community where I live in Alabama, the Hispanic population is exponentially increasing, and while I'm glad that they have the "liberty" to pursue the American way (albeit most of…