jitrbug
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Ditto with Pork except that we are bi-monthly instead of weekly.
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[font size="1" color="#FF0000"]LAST EDITED ON 12-30-05 AT 08:30AM (CST)[/font][br][br][font size="1" color="#FF0000"]LAST EDITED ON 12-29-05 AT 11:19 AM (CST)[/font] Our's is $14 per ee with no limitation of visits or hours per ee. They figure not …
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How is this affecting his performance? Is his behavior appropriate when he is at work? Is his attendance issue in conflict with your attendance policy/practice? I'd start addressing it there. Deal only with what is occurring at work. Stay away from …
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She has requested leave under FMLA therefore she needs to comply with FMLA guidelines and provide the certification. You need to allow her 14 days from your request to provide that certification. This is best done by letter and let her know that if …
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He probably is sensitive about the hearing but he also needs to be aware of the perception others have when he raises his voice.
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Half...just make sure that she is aware (document) that the intermittant time she is missing is still coming out of her 12 weeks. Sometimes, ee's misunderstand and think that since they have returned that clock has stopped. If this is going to go on…
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By law, you as a company are only obligated to give him the FMLA he is entitled to (remember...FMLA is an "entitlement" law). It is nothing new that management wants to "work" with the employee now but they will be beating your door down later to te…
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After my inquiry this was put out as a HRHero weekly poll several weeks ago so you can find the info in the archive.
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That's a good point but the way our management is looking at it is how many people they have here and working! They don't care who is are is not eligible. They get concerned/anxious with the FMLA's because of the potential of having someone out fo…
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Thanks, that would be a great help...I'm tired of getting battered for our percentage when I don't know if it is good or bad! I have some in management (outside of HR) that seem to think we encourage employees to get FMLA coverage. Of course, these …
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>Interesting question. I'll try to use it as a >weekly poll question in our HR Hero Line e-zine. > >James Sokolowski >HRhero.com
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Do you have a random or reasonable suspicion drug screening policy? It sounds like with the policy you have in place, this would be covered. You received the information from your TPA and since you are self insured, this would be allowed as a reason…
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The first question you need to ask is why are you running the checks. If you are running them on specific jobs for specific reasons, then you are probably ok. We just started running them post offer on all new hires this year but we have several d…
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Whether we offer severance packages or not, we consider a RIF a permanent don't expect to open or have the jobs back within a year. A layoff is the expectation that the jobs will open back up and the people recalled to those positions. This is also …
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We redesigned ours but put it all on line, no paper apps. They can expand spaces for responses instead of 3 little lines to put job duties on and they can attach a resume. We give them all of the bene info, company vision, current year goals and gen…
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Our application also states that a drug screen and background check will be done and they sign that. When they come in for an interview, we give them the drug screen packet that they also sign for acknowledging if they are offered employment it is c…
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Sorry, don't quite understand the question???
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That is exactly why we wrote that way, it was clear/fair and easy to administer. You're right, you have to be careful in looking at the value issue, it can muddy the waters very quickly.
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We have a Leave of Absence policy where we auto grant an ee additional unpaid leave up to 30 calendar days if the ee's doctor states that their expected return to work date is within that period after their FMLA exhausts, we grant this to them autom…
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Every position here has to have a procedures manual with it that gets reviewed by the manager and updated each year at the annual review along with the job description (if needed). This keeps the EE's on their toes about it and the manager involved …
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Highly suggest since you are aware that she is under a doctor care to attempt at least one contact with her before you term. Just that small action on our part has saved our bacon when we did have to term. (ie. "we have had no further communication …
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And it sounds like she is the type that has been vocal to everyone about this so the other EE's will find out about and respect it. We had a very similiar case (hours not menopause) several years ago and legal advised that we could ask the EE to h…
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We have a very similiar policy but it is not a part of our travel policy...it is a policy in general that when you are representing the company no matter where or what, your "good" behavior is expected to be maintained. Of course we don't word it ex…
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We allow employees to use company conference rooms during lunch hours to have group meetings, baby showers, etc. One group that meets on a pretty regular basis for the past several years is a bible study group. It is not lead by any management and b…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-24-06 AT 02:13PM (CST)[/font][br][br]If he has renounced his citizenship, can he show he has proof of eligibility to work in this country? We had a similiar issue at another company many years ago. Th…
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That's why I wanted to make sure you got that information from her that he was or was not the reason for her leaving!
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Ahhhh, HR....gotta love it! X;-)
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I'm with PORK..now that you know about the harassment and know that it seems to be a widespread and continuing habit with this guy, you have to take action on what your investigation tells you. Too many times, companies do the investigation and then…