earlru
About
- Username
- earlru
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Actually after reading this article and giving great thought the use of a "sock puppet" would work quite well in speaking to some employees. You may be able to hold their attention more that 10 seconds
-
Checked out the website.... What a blast, I ordered up the screensavers. I can alway us a good laugh everyday. Thanks for the information
-
We have an employee names John Woo, which is nothing spectacular until you know his middle name is Wah. So his full name JOHN WAH WOO...... I had to do a double take when I saw this...I thought what could his parents been thinking of.
-
I work for an interstate carrier and the only thing I can see is what the state DOT regulations concerning log books and the radius from the home location? Also, you would still be subject state DOT audits, right? If so, I would say most defintely t…
-
The best definition of Safety sensitive function that I know is found in the DOT regulations 49 CFR 382.107 under definitions, this is the controlled substance and alcohol use and testing section for the DOT. The actual text of the regulation can be…
-
We have a drug and alcohol policy and it is zero tolerance and you are separated from the company. The one out is a diversion program, however that is only used if the person comes forward before any random, reasonable cause or post accident testin…
-
There are a companies that do nationwide searches of a criminal background, however going past 7 years is considered out of scope with the Fair Credit Reporting Act. Tho, far be it from me to say I am an expert. My suggestion to to contact several …
-
We are a DOT regulated company as well and we have won several times upon appeal for the unemployment. One of the things we use is the DOT regulations section 382 and part 40. In a Motor Carrier knowingly allowing a person to preform safety-sensitiv…
-
I agree with Damien when it come to drivers. Our company has a a low turn over compared with other trucking companies. One of the things we have found is that some drivers no matter what you do will not stay. However, the way you treat them makes a …
-
I do not know the provisions in your state concerning background requirements. However, in the state of California you are required to give them a copy of any information your receive so they have the opportunity refute the information and get any i…
-
When it comes to drug testing a temp employee you run into a sticky situation when it come to legal liabilities. You should have set up with your temp service the protocol that on your request to have the temp service do the drug testing for the po…
-
We require a signed release besides what is on the application. A couple of good companies to check out on the web are: [url]www.tswinc.com[/url] [url]www.precisehire.com[/url] Both are quite reputable and depending on your needs they can custom…
-
[font size="1" color="#FF0000"]LAST EDITED ON 11-12-03 AT 09:39AM (CST)[/font][br][br]We always believe this is best done immediately once an offer is made and the person cannot begin working until clearing the drug screen. Contracting with one lab…
-
[font size="1" color="#FF0000"]LAST EDITED ON 11-10-03 AT 09:32AM (CST)[/font][p]How can a company be lenient without a drug policy in place? How can a company be lenient at all when it comes to drug use in the workplace? With today rising cost of w…
-
Your background company is placing you in a very bad situation. CHANGE COMPANIES IMMEDIATELY!!!!!! The legal liablity is staggering. Go to the internet and you will find a lot of background companies along with a lot of psuedo background companies. …
-
Check on the internet. If this is concerning OSHA or other regulatory guidelines check [url]www.jjkeller.com[/url]
-
The person can not be tested as a random drug screen, however you have the right to test the person as a Reasonable Suspicion/Cause. The catch is that he must be escorted to the drug testing facility and back. Also document the information that wa…
-
Anytime a person uses a prescription that belong to someone else this is illegal use of a prescription. This person should handled in the same manner that your policy dictates for other person(s) discovered with a positive result.
-
To scenario #1 You can terminate this indivdual under the no show, no call policy and if you are an at will employer and he is still on probation (depending on the length of you probationary period)terminate him and no reason need be given. Scena…
-
We as a company are using the new swab testing. We have found it easy to administer on-site. However, a good written policy must be in place and might I suggest that if you are a compnay of any size or have a large turnover rate make use of a 3rd pa…