lnelson
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You answered your own question: Your policies do not allow for such a person. I would not let her bring in a representative.
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I concur with marc. I am the only one who does payroll at my co and I will usually do it before I leave for vacation. If any problems come up they will need to wait until next payroll cycle.
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I would draft an acceptance of resignation letter stating she submitted her resignation to so and so on such and such date and the company has accepted her resignation. I would also specifiy a time frame such as resign date of 7-15-06. Which allo…
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I keep all payroll records for 7 yrs but FED law only requires 3 yrs.
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You do not need to give other ees a reason for a termination. Just say that so and so is no longer with the company.
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You are ok to just have the initial of the middle name.
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We are a mfg plant also and we do ask but also put a disclaimer. This is how our application reads: Have you been convicted of any law violation (except a minor traffic violation)? ____ Yes ____ No If yes, give details _________________________…
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You cannot change someones attitude towards their job. I find it curious that he is looking internally for a position instead of leaving the company since the "company" is the reason he doesn't like his job. He is fishing to see if he complains en…
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How can you accomodate someone when no one had any knowledge of a problem or condition? Therefore, terminate for indescent exposure and stupidity.
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Unless you have a signed agreement from ee stating that the ee will reimburse for damage done to machinery due to mistreatment, how can the ER be reimbursed? It is considered part of doing business. Does Arizona allow for this type of reimbursemen…
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If she did in the course of her job duties and as a directive given to her by her supervisor, it is the companies property. However, if she was using her own equipment and time you would need some type of agreement stating that although she creat…
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We are a manufacturing plant so what we do is for shop personnel we have a monthly cake celebrating all of the months birthdays. No names are listed on the cake at all it is just an acknowledgement for those who had a birthday during the month. Fo…
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Thank you I was asked by higher ups to see what is the norm out there.
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If your company does not have a sick leave policy and the exempt ee was off the whole day you can deduct from his pay the ee can possibly opt to have vac pay to offset the difference.
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We do the same pay for day of injury then no pay until WC kicks in or they use their vac time.
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For a general layout of a handbook you may want to check out the subscribers area on the home page I believe there are some helpful items to assist you with this project. You will have to convert to your state specific laws and regs. Hope it help…
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Our policy states that no call, no show for 3 days is considered job abandonment and they are no longer our ee. As far as the other issue you do not have proof this is the case nor has he informed you he has a problem let him go.
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Have any clients complained about her dress or made any indication they do not think her dress is appropriate to any one at your company? Are you just going by what fellow ees are saying? How long has she been doing this job? Is her work sati…
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You are being put in a tough situation. I would inform the ee that your companies policy may differ with their ER so that you would not be able to assist him. Have the ee review his companies policies regarding absences and he should consult with …
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Unfortunately, my VP seems to think I am just too black and white on this subject and she wants more grey. She is agreeing to pay half the cost on some repairs but only when they ask for it. I do not agree and like you said we are just opening a…
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Well I just got the UI form and it stated she was fired by me. I am disputing this claim. This has been a terrible week for all of us here. One of our employees was killed in a car accident over the weekend. He was driving home when a car going …
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You bring up good points - this ee had been with the company for approx 9 yrs very tight knit office atmoshpere. But I do not believe her actions were totally based on work related issues. She wanted to be in charge of something and I guess when …
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Don - This has NEVER happened before so in my case it would be a one and only time event. But my reaction (and I should have known better) was the unexpected hostility she portrayed to being asked questions and following it up by walking out of the…
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Thanks for the responses. I am expecting a dispute on the reason for discharge but we will see.
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Production hourly and salary are the same 90 days orientation period 30 days to receive holiday pay 3 day bereavement leave no juror pay
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We had this problem with multiple ees so much so that we added it to our ee handbook. It states that ees shall be off the premisies within 30 minutes prior and after working hours. Many reasons for this was they would punch in 1 hr early then go a…
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Agree with Ballonman1 but would term then prosecute. Who is to say that the perpetrator is not obtaining more than just a few bucks from his/her victims/co-workers. With identity theft so rampant these days. I would advise the victims to check the…
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People have different ways of managing their departments. Maybe a meeting with plant mgr & sups to go over what he is trying to accomplish and maybe incorporate other supervisors into his plans. Getting input from the supervisors regarding the…
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We have an employee of the month and basically it is given to an employee who went above and beyond their normal job duties to either help another ee or gave extra effort to get a product out the door. The person is nominated by a supervisor and …
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I have been silent throughout this debate but I feel I need to voice my opinion though it may not be liked by all. I do not appreciate being told I can not type this or that because I may offend someone. If it is a discussion that is controversial …