deniseE
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we had a similar situation posted on the boards not too long ago...a manager was suspended that worked split shifts...and the deptartment wanted to divide the suspension to cause the least amount of inconvenience to the department. I think the bott…
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we have about 2500 ee's and we have sections that operate 24/7. For a majority of staff we are closed the day after Thanksgiving. We will also be closed July 5th.
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We also have 2 15 minute breaks (in addition to lunch)...some supervisors permit smokers to take 3 10 minute breaks instead. As long as the work is getting done, no one seems to complain.
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I see where this is coming from...if the goal is to have the ee terminated...HR seems to be concerned about the quality of information provided by the supervisor...and knowing what you have heard...it makes it that much harder, especially if it look…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-07-04 AT 10:18AM (CST)[/font][br][br]Wow. This is a tough call! I understand the potential impact of the infraction...had she lost hold of the baby.... But I'm also concerned that she's back to work…
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Check your dept. of labor website...if there are special provisions, it should be there.
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We also discourage ee's from using their own cars on company business....one of the reasons is image...we have marketing reps that meet with banks and other higher profile clients...we do not want to always be associated with what the ee chooses to …
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this is the same service that we use. it also prevents supervisors from adjusting an ee's arrival time.
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Unlawful? not likely...but you'll want to go back to your email policy and see what it says. Ours states clearly that ee's have no expectation of privacy when communicating on employer provided equipment/facilities.
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I would think that because he never had the opportunity to stand trial for the accusations, they remain just that, accusations...unless he is tried posthumously. How would you handle anyother ee that died during service?
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We're in the process of updating our policy for the same reason....rather than do a new one, we've revised our electronic equipment policy to include banning picture taking of any kind in the work areas....when it's finalized, I could give you a cop…
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I can send you ours as well... we've been considering adding a clause that permits those with a permit to bring their guns to work, but they must disclose this to our security staff and leave the weapon locked with security during their shift. i'm…
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If she doesn't qualify for FMLA and you don't have a similar policy for which she does qualify...I don't know that you're under any obligation to maintain her employment. We're all inclined to give ee's the most opportunity to improve their lives..…
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I agree with the other posters that the policy was implemented this way for a reason. And you should stick to your guns. If you make this exception...you'll find yourself doing this everytime OR in litigation with an ee that was fired.
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We also fly as cheaply as possible...in many cases that means that travel must be made 30 days in advance when possible. We also have nearly stopped using our travel agent since we discovered that ee's can book more convenient flights at lower rate…
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Excellent point Don.... although we're not supposed to, I guess I feel inclined to give these ladies a bit of flexibility....unpaid, if PTO is not available... But you're right...it should be treated as any other non-work related disability.
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Just to play devil's advocate....x}> Let's assume that the accomodation is made by the employer simply because it's clear that a full day is too much for a woman that is just about ready to deliver...and that it's a working practice in this env…
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DonD...I didn't mean to imply that safety shouldn't be a concern....keeping ee's safe is important. And, of course, keeping worker's comp claims to a minimum. What I did want to express is that a prescription drug with side effects, is a prescripti…
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Try to forget the specific prescription medication you're talking about and look at it in a more broad context. Do you have any kind of policy that requires a certain level of fitness for duty...or disclosure of substances that may compromise one'…
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Don is right...don't put your "final" offer on the table first...give yourself some room to move. Our PTO accrues at a set percentage of total hours worked during a pay period based on length of service....2.5% for 0-5 years, 5.77% for more than 5 …
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We have similar situations here too....some bosses do and some don't...and some do, sometimes...we just try to remind everyone that we work for the same company, but a bunch of individuals...and as a result, different "perks" may be offered.
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try SkillPath...they offer a number of courses...some geared just for women...others are more general.... You may also want to consider finding your local chapter of Toastmasters...this group meets once a month and gives speeches/presentations and …
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try your state's dept. of labor website...maybe that will tell you. We implemented mandatory direct deposit last year...we were required to have a "back up" bank for individuals that may not qualify for a checking account due to credit or other iss…
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Request that the attorney obtain a subpoena...it's not that much work for him..just another thing off of the printer...but it will cya in the event that the attorney was misrepresenting his position. Additionally, an attorney acting in good faith w…
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I thought the tenor of the original post was about an ee calling off for one day....not several days in a row...which could lead to a FMLA senario. That being said...most ee's call off directly to the immediate supervisor...if these calls are route…
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Unless a state law requires you to, I wouldn't tell him anything. You don't want to put yourself in a situation that may appear discriminatory.
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We are routinely advised to respond to subpoenas as narrowly as possible. Respond only to the request and volunteer no additional information. This is often hard when you become accustomed to interpreting ee's questions and concerns and basing a re…
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Anytime an ee has retained an attorney...all communication pertaining to the compaint must go through the attorney. Be extra careful and document ANY conversations you have with this ee. And don't ask him to drop the complaint. Any decent attorney …
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My hubby falls into the "always late" category. It's absolutely insane....at first I was just irritated about it (took it quite personally)...and then I became fascinated by the fact that no matter WHAT the event was if he knew it started at 7...we …