deniseE
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- deniseE
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No consent forms from existing EE's- There is a box on our application that asks if you've ever been convicted of a felony....and it seems that those called in so far have either contradicting information on the application/background check..or they…
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Our Agency has been doing training(on a variety of things) through Mindleaders.com....we've found this to be a great way to not waste a lot of time, it's far more cost effective...and so far, seems to provide more tangible results. EE's can log in …
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This will likely depend on your attendance policy...what is in writing???? Did you offer her a written contract or was this a verbal understanding?? If she is such a good employee...she has to realize that there is a problem.....
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If the party is a mandated event (attendance required) often the code of conduct for the office can cover the event as well...ours is worded something like "blah blah, appropriate behavior at all times, including off-site events required/directed by…
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what does your computer use policy state? Ours is pretty clear that the office equipment is for business use only....she would be violating our policy and could be terminated. good luck!
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I will NEVER complain about the conditions of our bathrooms again. GROSS. I do not envy your position. Perhaps you could consult the local Kindergarden class and have them offer tips and hints on bathroom etiquette. gross.
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Probably not. But you may want to run this by your attorney-just to be sure. As I understand it, the goal of the Hatch Act is to prevent a government employee from having an undue influence on the outcome of elections....whether it be by "pressuring…
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Also check with your state police. We do our checks this way and it's not only cost-effective, but you know that the check you are doing is legal! Many of the companies on the web are not conducting legal searches.... We disclose on our application…
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Even though some states may permit calls to the workplace, federal law prohibits continued collection activity if the collector has been told that no calls will be accepted at the workplace. And truthfully, they shouldn't even be telling YOU that t…
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I'm not sure how. He wouldn't be covered (nor would you) if he was hurt on the job, or if he did his job in a negligent way and brought harm (of one kind or another) to employees or clients... You might be able to bring him on as an independent co…
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I would caution before terminating...since you KNOW that she had a seizure....and you also KNOW that, at this point, the cause is undiagnosed (but I imagine that they are working on it)...you may find yourself with an employee that will be fine with…
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Skillpath ([url]www.skillpath.com-I[/url] think) Offers some great classes for the front desk types...we've had some great success with them. The seminars can be pricy at times, but we figure it's well worth the investment when we could be looking …
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I believe that you must disclose to ee's that you will be doing this. And remember that you may not discriminate against any employee for filing for personal bankruptcy... what information does your auditor believe will be helpful on the ee's cre…
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We have an internal training course that is supposed to teach people HOW to be supervisors.... we based this upon lessons from [url]www.mindleaders.com[/url]
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Just a tip about the Dr's note thing....we've just run into a situation here (hearing is on Monday)...where an employee had the note signed by the front desk RN...our policy stated Dr's excuse...and she was termed.....her attorney is arguing that ou…
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We tend to ask as well....we do this under the guise of making sure that every employee eligible for FMLA receives it. Some departments require gross detail, while others are satisfied with "it's contageous". Personally, unless there is a questio…
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We now require a copy of either the marriage certificate or court order authorizing the name change. We advise that this must be also changed with the SS Office...and provide them with the SS paperwork to get that process going.
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what does your attendance policy say??? Do you have a point at which you require a dr's excuse? We have a practice-not policy- of placing employees that seem to be abusing leave time on "leave restriction". we dictate how many days they can arrive…
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are you looking for an agreement detailing the work to be performed OR and agreement that will keep what the company learns about your company confidential? Both are actually important. I have a few I can send you...
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maybe you could handle this in a more round-about way...give the board what they want AND have a policy that you can reasonably enforce. I think it was mentioned earlier in the post...If you have an ethics policy, include language in that to prohib…
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You could be talking about my husband!!! We commute together and this is a constant sore spot....what my boss did for me was move my start time ahead...I work the same number of hours....I just arrive later.,...and far less stressed! I agree that l…
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HR: I don't disagree, in fact, that was my first reaction. The department was small and everyone knew. BUT I guess the question isn't really "should this be a secret" but rather "Should the employer (even by way of its management) be the distributio…
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We set up a program with the PA state police. This way no one in our office is actually responsible for digging up any information on a prospective employee. The police run a criminal check, which includes, for us, any felonies/drugs/child abuse/pen…
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I work in government...so there are no merit increases...everyone gets the same raise. In some cases that's nice...but I believe that it leads to complacency. Why work so hard if you know the end result ($$$ wise) will not be impacted? maybe you co…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-30-03 AT 12:55PM (CST)[/font][p]I have to agree with the first post. Although we have a special "lunch" for the board members and Executive VP's, there is a holiday celebration for all employees held …
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I just wrote a policy for this, if you'd like, I can email it to you.
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My company never has... Although, I never asked either.
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According to the Fair Debt Collection Practices Act (FDCPA) debt collectors are not permitted to call places of employment, once told by the debtor that he/she may not receive calls at work. Our policy is to advise the collector that the employee i…
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For holidays guaranteed by contract we give the friday before or the monday after. This year (with union approval) we traded Columbus day for the day after Christmas. So employees will have a 4 day weekend.
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Absolutely review your newspaper and magazine subscriptions. With so much free information on-line, you really need to decide if the paper is worth having. If you are a doctor's office and looking for patient reading material, see if employees would…