hrdir03nafcu

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hrdir03nafcu
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  • OK, yes... I confess that my cars have had names for the past 15 yrs. My current car's name is "Shadowfax" (after Gandalf's horse, from Lord of the Rings). He's a silver 2003 Honda CR-V, + he's fabulous. My previous, a black Nissan, was named "J…
  • I have to agree with those weighing in against the contract idea... you'll lose "at-will" status by doing so, and may have cause to regret it if you have to discipline or terminate any of the affected staffers. You could just allow these folks to…
  • As far as compensation, it is actually to the EE's advantage to be classified as NON-exempt... for the obvious reason that they're eligible for overtime. NAFCU makes no distinction between exempt and non-exempt as far as the EE Benefits provided, …
  • We fired AFLAC for supplemental benefits 3 yrs ago. The reasons were: 1) our regular EE benefits are excellent, so the AFLAC supplemental stuff really provided NO added value for our EEs. 2) it was almost impossible to get an AFLAC rep on the pho…
    in AFLAC Comment by hrdir03nafcu June 2004
  • I agree with the several individuals who have already posted that they issue the same standard announcement to staff regardless of whether the former EE left voluntarily or was fired. If you announce the actual reasons for an EE's being terminated …
  • I totally agree with those who've already posted commenting on the obvious negative effect this owner's behavior will have on EE morale! The end result will be to encourage EEs to be ultr-secretibve when they go looking elsewhere, lest they get bas…
  • I would have to agree w/ Whirlwind on this one. A question about activities in the community might be of some value-- gives you a sense of whether this is a civid-minded individual who takes an interest in the community they live: and that might …
  • mbeam: We don't post temp positions in-house. I regard that as a non-issue, since: 1-regular EEs are not going to be interested in applying for a position that is just to provide extra help for a couple of days. 2-we post all regular job opening…
  • Gunstocks: We fired Ceridian/PayAmerica 4 years ago, and went to ADP. PayAmerica's customer service was the worst I've ever experienced with any vendor... long waits, bad advice, incorrect answers to questions, etc. And they were extremely atti…
  • Paul: I have only one caveat about having your application up on your website so that applicants can complete and submit it online-- that is the issue of who you must count as an "applicant" under OFCCP regs. If that's not a concern to you, then …
  • tpace, It depends on what action is being taken as to who signs disciplinary/counseling documents. For a simple warning or counseling letter, the div. director and the EE would sign. If an EE is being placed on probation, the div. director, dept.…
  • Sheila: Your current policy does seem WAY over-intrusive to me. My philosophy has always been that EEs' personal health matters are NONE of the ER's busineess, unless, of course, it's something that will directly impact their work (safety or disab…
  • melba: I would agree with, and add to, HRCalico's caution. In the age of ID theft, we are extremely sensitive to who needs to have access to SSNs, personal health info, and other personal info that, in the wrong hands, might be used against an EE.…
  • Nae: I wonder if you haven't already answered your own Q in the text of your initial post? She gets more work done, and is far more accurate, than others in same/similar jobs. Whether she listens to music, audiobooks, or whatever, while being suc…
  • I would agree w/ Ray A: If you provide all EEs, those who work 5-day wk and those who work 4-day wk, w/ the same number of HOURS of bereavement leave, everyone is treated fairly. Defining the bereavement leave entitlement as 24 hrs, instead of 3 d…
  • Potato: Your actions so far, and plans for going fwd, sound perfectly appropriate to me. It's between your current EE and the SSA now to resolve this-- let them resolve it.
  • Potato: While I agree with everyone else who's posted so far that you have no responsibility to the person who contacted you...and none to advise your current EE about the situation, you do have a responsibility to your employer. If I found myself…
  • Kent: I always feel a little shaky if all we have is a verbal resignation. Among other things, our Policy Manual requires a written resignation. But now that the EE seems to want to return to his job, he could easily claim that he never resigned.…
  • Well, since the law does not require that EEs remain on the clock during the required lunch break, then if I were in your position, I would start requiring EEs to clock out for the lunch break, and clock back in when they return to work. They'll pr…
  • dburns, Is the meaning of the NE state law you cite to require that EEs remain on the clock for their 30 min lunch break? Or does it simply require that, while EEs are on lunch break, they be allowed to leave your premises? If its just the latter…
  • As many others have replied in their posts, every EE needs to be able to perform the essential duties of the job, regardless of age. If he can't perform the job, then that would be grounds to initiate progressive discipline and eventually terminate…
  • dwitt: I see several issues here: 1) Unless you have had in place a clearly stated policy that the ER reserves the right to open and inspect ALL pkgs delivered to your address-- personal or otherwise-- the Receptionist should NOT have opened th…
  • Our Bereavement Leave policy reads: "Eligible NAFCU employees may request up to 3 days of paid Bereavement Leave for the death of a member of their immediate family (NAFCU defines “immediate family” to include: your spouse or domestic partner, par…
  • Rockie, In general, I would agree with WT's suggestion-- (s)he presents on-the-whole a very appropriate response I think. But I would offer a couple of caveats/additional thoughts on this. First, WT is absolutely right that a medical practice p…
  • atrimble: We do have a detailed policy (I don't want to post the entire 2 pgs of text from our Policy Manual to the list, but I'll summarize here: All open positions are normally posted in-house (by e-mail) for 5 business days before any employmen…
  • Catherine, "Any absence in the next 6 mos" seems to me a standard that most EEs (including myself) would not be able to meet. What are the terms of his current probationary status? If he's already in violation of those terms, I would base his ter…
  • Catherine: I take it when you say you "don't observe" FMLA, you mean that you have fewer that 25 EEs, and hence are not covered by FMLA? Assuming that's the case, then the remaining issue I see is that he has a Dr's excuse for this absence. Given…
  • Paul: Once you've provided the required 12 wks of FMLA leave, you're under no obligation to hold this person's job for her if she's unable to return to work fairly soon after expiration of the 12 wks. One issue that got my attention was the 2nd …
  • CathyMac, The details you provide are still pretty sketchy....but as I read your posts: 1) the former EE resigned 2) you advertised to fill the job 3) the former EE has now decided she wants to come back to her job. 4) her supervisor (and you?…
  • Carolsmith: We have intentionally avoided writing anything into our Policy Manual re: severance-- since to do so basically makes it an entitlement for all terminated EEs who meet the specified circumstances. We have offered severance to EEs who w…