drehil
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I remember from a seminar once that ADA only comes into play when an employee is a "Recovering Alcoholic". Once they go off the wagon they are not "Recovering" and no long fall under ADA protection. I was given this web site [url]www.jan.wvu.edu[/…
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We had an employee who had a stroke. Not a work..thank goodness, although I'm sure that would have made this posting more exciting. We put her off on FMLA and when her 12 weeks were about to expire, we asked her what her next step would be. She s…
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At a recent seminar I was referred to this site for accomodations....[url]www.jan.wvu.edu[/url], I have found it very helpful.
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Just my opinion but I think someone here is working the FMLA system a good one. Too weird..anyway, I would use FMLA for the hours scheduled but not worked. Have you thought of getting a second opinion.
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Welcome HR in AL. I agree with LarryC, I don't make the ride on the WC roller coaster a fun one. I make them stick to the restrictions, no more. If they need more, then I need more!!
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There are too many issues here to answer with just one response. 1. I don't see this as an ADA issue-has she been deemed disabled? 2. Does your employees fall under FLMA protection? If so, you have a whole other issue. To much open ground here. …
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We have two volunteer firefighters in our organization. We allow them to respond if their departments are covered and we excuse the time. It's very rare that they go at all but we do our best to accommodate them when they do. A couple things to k…
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Ditto, here.
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Thanks for all of your help..........I appreciate it.
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And they work on the teller line?
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Yes, but not just a semester. They stay the whole school year and then the summer.
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Was just there yesterday. I found it very helpful.
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Calls - 85% overall - (100% of employee calls) Emails- 85% overall - (100% of employee emails) I try to answer most employee calls immediately but I let vendor calls go to voice mail.
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Interview Question #1. Do you have true drive and initiative or are you just a know-it-all? Sorry I couldn't resist...but it doesn't make me a know-it-all.
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We use 6 months.
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We had a baby photo guessing game. We had a handful of our staff bring in their baby photos and the rest of the staff had to guess who was who. We gave out a half dozen different prizes with the best being a paid day off.
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David, I am only aware of the FSLA regulations that say we can not use time for less than a full day for an exempt employee. Do you have a reference source for your information? It's just different than what I have been reading.
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Our exempt staff in Admin work as an Executive Assistant I, II, or III. Our nonexempt work as an Admin Specialist or Assistant.
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I agree with Paul here.....I'm sure it started out with an innocent comment. Just take the reigns from here and help your assistant from this point forward.
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I'm sure your tired of hearing it...but why would you make a policy your not willing to stand behind or want to make exceptions to the first time it comes into play. I feel your pain with the staffing and project completion, but if you don't term t…
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I was just looking at some statisics you can tell your CFO.....The Federal Trade Commission reported that 90% of indentity theft in the work place is information retrived from payroll or employment records.
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I see a major problem with this and would confront the MM. Maybe the CFO gave him permission and is not telling you. I would give him a chance to tell his side of the story, but then lay down the rules. This does not put a good light on the MM, i…
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Well if you don't have to be nice..... Dear No Show, Sucks to be you. Sincerely, Your Want-a-be Employer
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The school system in my town (MI) has the same type of rule, no smoking on school property. At break time you can see staff getting in their cars and driving them to the edge of the property, smoking and then driving back to work. It's funny to se…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-15-07 AT 07:56AM (CST)[/font][br][br]We did not reinstate the supervisor. Thank you for all your help.
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Situation played out as expected..supervisor resigned. Hated for it to happen this way. Thanks for all your help.
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Thank you for all your help. I do know that there are other questions that need to be answered for you to totally make a judgement call on this one but even without them being answered you have helped me greatly. I will let you know how this plays…
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We use the ABRA system for both HR and Payroll. It has a Time and Attendance section. I have not had any problems with this system and it is compatible with our time keeping system as well.
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LarryC, I see you also live in the Land of 10,000 Ways to Cover up a Murder.....that's great!!!
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I would not ask it, nor would I ask if they rent or own their home. It could open your organization up for discrimination.