deniseE
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anytime you lay off employees a methodology should be developed in advance and not deviated from in any way. For example...you could come up with a total number of employees and ratio them out among the different areas so that each area loses the s…
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I have to agree with the first poster...maybe the solution is not in the people leaving...but those that are currently working. We contracted 2 years ago with an outside group to come in and survey and then develop a plan for improvement based upon …
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Our standard is 44.00/per day, assuming that you'll be away from home during the full 24 hours. We do have larger amounts for areas with higher living costs. If you like, I can compare the area your ee's are in with our list...it might give you a s…
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NOW all you need to do is guess which the employer wants, the actual date of commencement OR the date the degree/diploma was signed. 8-|
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We have Photo ID's too....and there was not too much of an issue...we did have a few ee's that objected to having their picture taken...but we've managed to work that out...we used the same standard set by the Dept. of Transportation for not requiri…
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You may also run into the situation that the ee has no available sick leave...and cannot afford to be home without pay. That happens here a good bit. BUT if the person is clearly not fit to work...our supervisors have the authority to send them hom…
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If his reason would be an excused absence under your policy, then don't give it another thought...if you're just trying to be nice and understanding...then be prepared to excuse any similar absence for another employee. If you excuse the absence, w…
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What does the rest of the board have to say??? How much power does this one member have?? Do you have a mediator between the ee's and the board? are you under contract or at-will??? Am attorney may be able to help you sort out your options...
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It depends...if you're conducting background checks the DL# will provide one way to do it....it also will help you verify that they hold a valid license, should the job require such a thing.
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Absolutely give her the FMLA paperwork, assuming she is eligible. If she elects to not complete and return it, then you've provided a clear route to termination should it come to that. I'm not sure from your post how often she's absent, since you s…
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Sometimes having an HR dept. that knows the culture of the business is what keeps things running smoothly. With outsourcing, you lose that personal touch. Do they think that this will save them money?? Maybe prepare some sort of report that shows t…
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Do you have any statement in your policies that refers to ethics or expected ee behavior? Although innocent until proven otherwise is an important part...you do have a public image to maintain. You could also consider placing him on some kind of a…
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Check your state's dept. of labor or child welfare, depending on which agency oversees employed children. Some states are very specific. In PA it says right on the minor's working papers how much they may work and when.
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If you're unsure of the time frame you could make a section for "other possible duties" and list those functions there. It is a good idea to include them in the job description, should you ever need to discipline based upone these additional duties…
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my hubby travels and generally, we have to front the $$$...some months, it's really really hard. The mortgage payment is on hold until the reimbursement arrives...which often takes 2-5 weeks...and if it's a last minute trip...sigh.... we don't li…
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If the candy was made with equipment used to process nuts (or are very clearly peanuts) the product should be labeled. I don't think even those with serious allegeries will be impacted by something in a glass bubble. I think it sounds like a good o…
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I was at a conference not too long ago and we were cautioned about doing background checks on-line.....since some companies have less than ethical methods of obtaining the information. We by-passed this and signed up for a program offered through o…
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In our case...we've talked with the ee...but we were cautious because we didn't want to regard her as disabled....but we did want to afford her the availability of FMLA, if she needed it... I know it can sometimes baffle common sense!!
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we are working on a Sick Leave Bank Policy..that would perform this function. Administratively, I can see it being a bear to manage. We've provided differnt "donation" levels, so that we don't have a Customer Service Rep out on the "salary" of an EV…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-16-04 AT 10:12AM (CST)[/font][br][br]Agreed...you can't ask...but you can write a policy to provide guidance to the workforce about what to do when these types situations occur. We are working on suc…
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I don't think we are so concerned about a WC issue as we are about her suing either an ee trying to help her...or the company.... If she's injured at work, WC would likely apply.
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We have sent the ee out in an ambulance 3 times...others she recovers and says that she is fine. We've offered FMLA, but she declines.... I said "seems" because we don't have a diagnosis. If she's sitting at her desk she's grabbed onto the monitor…
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Depending on the type of facility you have, you can make this work.... we have a pair here with a restraining order in effect. Since we have a secure building (you have to have electronic acess to go anywhere in the building) we were able to shut o…
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I have to agree with the above posts....for many ethnic groups braids are a way to keep the scalp healthy. There is a woman in my office who has them done once a year. I always think they are quite lovely... Unless there is something very unusual a…
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Most of our employees are not paid for being "on call"...this requirement is considered in the salary established for the position. Basically, they can go about their regular business while on call. We do pay for "stand by" time, which requires tha…
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I don't think you can ask if they smoke. A "yes" answer may lead you to believe that they will be unable to follow your policies, but that may not be the case...and lead to discriminatory actions. In the alternative, look carefully at your policies…
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You may also want to revise your policy to allow for some additional carry-over and develop a methodology for monetary compensation that would treat all employees equally and eliminate subjective treatment by either supervisors or HR.
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only a court (subpoena) can force you to share information...an attorney cannot. Protect your company and your employee advise the attorney, in writing, that you require a subpeona for the release of such information.
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Does the employee in question know that he/she applied for a job for which they were overqualified? With the economy as it is...we've had lots of people applying for "lower" jobs...we hire them at the posted position and if something else opens in …
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We all need a safe place to vent...relax, you're among friends!! : )