dynamite9551
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- dynamite9551
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Comments
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don, you can try calling your insurance carrier or insurance broker to assist you in finding $$ if still that important of an issue! good luck
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rescind her ability to fire without approval from H/R.
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well if the disciplinary tactic doesn't work, and the deodorant or soap doesn't work the only alternative left is to outfit the rest of the employees with "PBA" protective breathing apparatus. the two offending employees can continue to smell each …
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hopefully you have a copy of the acknowledge that the ex-employee signed when they received the copy of the employee handbook - therefore they already have one. you're not required to give another copy to an ex-employee. in any event, you're not r…
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typically - employees may choose who they want to cover on their group insurance - if the plan is tiered (single, double, family). Insurance company will look at who is put on the policy. i would assume he already has a separate policy on wife or …
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typically as long as the company does not supply or pay for any supplies, fees, etc and being part of is voluntary and not during comapny hours, club should be ok. check with legal counsel first they are the best ones to guide you!
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contact your local chamber and see if they have a recent salary survey or sometimes the mfg industry you're in will have salary info that it makes avail to members, such as: in the plastics industry they have the SPE (society of plastic engineers) t…
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there is nothing that says time off must be paid just that employees must be allowed time off to vote.
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have someone check with your life insurance carrier. sometimes in very unique circumstances (this being one of those times) the carrier will sometimes pay out a death benefit prior to a person's death. i'm sure there are extenuating circumstances …
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should have gotten rid of her a long time ago.
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if you have a policy in your handbook about employees who do not call in for x number of days before termination then i would terminate. does handbook say "employee must call" or "a family friend/member must call?". there is no excuse for picking …
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P. S. most applications today do not include birth information so determining one's age shouldn't be a factor and even if it was provided shoudl still not be a facotr. skills, abiity, education and overall personality should be the key factors.
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the easiest way our attorney described for us regarding employment applications is: unsolicited keep 6 months; solicited, e.g, response to ads - keep one year. then shred. most applications do not contain any medical information, therefore, HIPPA …
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you said the previous warning stated further disciplinary warning up to and including dismissal. To give her the benefit of doubt and to show you have given her every opportunity to shape up, use the "further disciplinary" action, but state it is …
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The following from the fed regs: Once an employee reports to work, all time spent traveling as part of the employee's principal activities must be counted as "hours worked". Also, where an employee was required to report to work to receive assignme…
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what you make available to your employees is nothing more than a convenience of over-the-counter first aids. you are not "distributing" them, merely making them available. about the only thing i would worry about is how often you replenish your st…
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i agree with not giving all A's. i have yet to meet the perfect human being/employee; granted i have come close. to give an employee the perfect performance review may give a false sense of security.
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Coming from a current small office from a very large office, we never gave out employee information . In today's environment I do all I can to protect the confidential information of my employees. If one employee wants the phone/address of another…
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I have also used the "team" approach, however, I have found that if I conduct the bulk of interviews beforehand; ask the questions and identify if the candidate might be a good fit, then I involve the team. Before any further interviews are conduct…
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dpending on the position, a minumum req for me is at least 50 WPM. however, i am of the opinion that the speed typed per minute is not quite as important as the accuracy with which one types. so much for speed if they have to keep retyping due to …
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it is difficult for me to image her saying anything of the sort. however, i don't want to appear biased either.
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it was a little more serious. more like which nurse the doc was sleeping with. the other alleged comment was to a potential patient who was informed not to go to a specific location because he was a bad doctor and he sleeps with all of his nurses.…
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welcome to world of H/R. i agree that you must first determine if this is the type of job you want. you must have known from your previous position that H/R means dealing with a wide variety of personalities, opinions and ideas, not to mention man…
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i am replying to your post with first-hand experience. most employees are able to deal with grief better than most of us assume. usually grief counselors are brought in after such an event to help them deal with the loss of a co-worker, especially…
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take the summer off, or look for a new job. you are to be complimented on your desire to help; but i wonder if your satisfaction will be worth it. good luck dynamite9551
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what about an "other" for all those that don't fall into any of the other categories? also, as far as defining "resignation" i can only think they would be applicable if you wanted to track the number of reasons given for resignations. you might u…
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my first question is why are you in such a hurry to terminate this employee who obviously has a legit illness. Pneumonia can come on very sudden so it is possible that at the time the EE was at the doctor the lungs were clear. Sometimes its the he…
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i guess i would need to know how the "signature page" of the employee handbook is worded, e.g., is it just an acknowledgement that employees has received the handbook and is aware of the policies of the company? you can't force an employee to sign …
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I do not beleive there is such a law/polciy/regulation, etc that mandate an employee use direct deposit. we overcame that issue (per our attorney) by adding to our policy a notice which states that while DD is a benefit to both the EE and the ER; h…
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our policy states they can only use paid leave to cover illness that would typically be covered by insurance, e.g. elective surgery such as costmetic is not covered by our group health therefore does not qualify for payment from sick leave or leave …