lnelson
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I agree with CAL. I am also in CA. and the only issue you have is with the doctor stating cancer on the initial report again he did not have to state what the disease was only that it was a serious health condition. How far do you want to take thi…
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Linda S, Would it be possible to get a copy of the letter and forms? E-mail Address: [email]lisa@amberwoodproducts.com[/email] THANK YOU
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>The California Pregnancy Leave Act. It is part of the Fair Employment >and Housing Act, Section 12945. The key section is section "a" which >prohibits any type of discrimation or discharge because of pregnancy, >childbirth etc.…
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What regulation are uou refering to I have not been able to locate? I have found the DOL regs which state "same or equivalent".
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In reply Don we are not trying to get rid of her we are trying to ensure work is being done correctly. The person who took over her position while she has been on leave has been doing an exceptional job. We would rather keep her in that position a…
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In the new position she would essentially be doing the same thing with 1 exception she will have "someone looking over her shoulder" instead of a sort of free reign. That would be were she would feel it an undesirable position. Otherwise, no big c…
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It sounds like a bad place to be. Go to the CEO and just voice your concerns regarding morale from an HR standpoint. See how he reacts. If he does not seem concerned drop it as just wanted to let you know, but document, document, document to CY…
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You are a bank, is there a board of directors or someone who oversees the CEO.
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I would advise them to take it down. Other employees will see it at some point and may decide to put something up in their area also that may push the envelope. I would tell the employee to take it down but may compromise by saying she can have…
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We pay .38 per mile, the theory is the same as FunBanker. Our CFO considered all the expenses and said even if gas is 4.50 a gallon this reimbursement is sufficient to cover all expenses.
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LindaS - You have not mentioned if your company has an employee handbook or company policies regarding work breaks, dress code or safety guidelines. If so, has she signed an acknowledgement of receipt of handbook? Are you an At-Will employer? I wor…
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I would also ask the minor ee if THEY want their parent to attend the meeting if they do then do as others have stated as long as parent is only an observer but if they do not, I would not let them attend. If the parent wants the child to work th…
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We have both a cat and a dog here. They are only in the office area, we are a manufacturing plant. The cat stays here all the time has free reign of the offices that wish to have her visit them otherwise doors are closed. The dog is a maltese …
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You should ask the employee to show you the SS card to confirm the numbers are what you show and the name is the same. If they are the same as your records refer the employee to SSA to resolve the issue. Give him a time frame (60 days) to show you …
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No to taking full check for the pay back of $10,000 but I would have both the new employer and ex-employee sign an affidavit stating the terms of reimbursement to be made and should his employment with the new company end prior to reimbursement of t…
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I believe you are ok to term especially since she filed after the events and as the employer can deny her FMLA. Just make sure documentation shows the time sequence of all events. Good Luck.
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We have a policy anything over 2 days in a row needs a minimum of 3 weeks notice and supervisor approval. We have a vacation request form that needs to be filled out and approved. We also state that due to our production schedule only so many employ…
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We carry EPL but have not used or needed it. It is just a safety net just in case. The rates are very reasonable you should shop around.
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Thanks Dixied I posted before Denjen posted he was on FMLA. But good to know.
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No you cannot dock his pay because he is coming in everyday even though he is not meeting the expected hours. You can discipline the ee for not meeting the job requirements or change his pay rate and even his pay status from salary to hourly. Al…
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If his dept has the budget to accommodate all the increases that is what I would advise. That way you as the company do not have an exodus from the dept or company when they find out about her getting a 20% increase and they always do. I would als…
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IF this is happening during work hours not break or lunch all an ee has to say to this guy is NO now stop bugging me and get to work or I will go to your supervisor. If everyone stood up to this guy there would not be a problem.
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I agree with marc, this is not an ER problem per se it is the ees he is approaching are not saying NO and do not ask me again to his request for funds. I would advise the one who complained to do that and ask for his owed amount on payday.
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How can they do that when ERs only need to keep employment records for 3 yrs granted most ERs keep them longer. How can you substantiate he worked the time frame if he worked over 3 yrs prior to returning to your employ.
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We termed our IT person pretty recently all I can say is make sure nothing is password protected with the IT person only knowing the password. Also make sure you have a confidentiality agreement in place because this person knows alot of valuable c…
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The organizers need to inform all involved that the company is in no way connected to this event. I do not believe a waiver is necessary in this case. As you stated they have organized other events. I would make certain they do not organize non…
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Well said Mwild31.
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Best thing is to be honest with her. I am sorry (insert name) but we feel that the company and you are not the right fit or I am sorry but we are letting you go. DO not get into a long discussion about it since there is no performance issues so be a…
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Prior to employing the applicant I do not know of any type of predicting mechanism. (If you find one I would like to know.) That is why most companies are At-Will they can hire a person see if they work out if not term them. The only way is to …