lnelson
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>I assume you are in California - the land of laws.... > >If you have a business necessity, you may change job conditions >(assuming no union). When you decide who to reduce and who not to >reduce you better be prepared to demons…
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We are a manufacturing plant with apprx. 110 ee's I (only one in HR/Personnel) do a weekly P/R process every week using our accounting software Mas90. It tracks vacation, benefits and other needed information. It takes me approx. 3-4 hours a week t…
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Thank you we have a holiday policy but, it does not go into detail about if the ee works part of the holiday how to compensate. Since he did not exceed 8 hrs it should be considered regular pay. My brain is just kicking in at 5:00pm.xclap
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We use the verbage "Orientation" period. We have not had any problems we also sent it to our attorney for verification.
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Well everyone it is over now. I am still in shock as to the proceedings and how ee friendly the judge was. It was very obvious. I was asked all sorts of questions with detail answer to give and he basically wanted just yes or no with no explainat…
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Well I will start by saying I have not gone to the hearing yet. The former ee did not show up at the office yesterday nor did she call me back. In some ways this relieves me in others it makes me alittle concerned. I will inform all of you of the p…
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I have informed her of this by stating what is required yet, she is still coming in to the office to discuss this issue and possibly to cause a scene in our lobby. Since I will be seeing her tomorrow for the hearing I do not want this to be volatil…
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Don D. and all others please reply ASAP: I just received a call from a former ee requesting a copy of her employment records and that she will be here in an hour to pick it up. I told her that first this request should be in writing and second tha…
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We have a no tolerance policy if we hear of such an instance due to the fact that most of our ee's operate machinery. We would send ee's 5 at a time speratically for testing. Also anytime there is a work injury they are automatically tested. If yo…
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HR - Thanks for you response fortunately I was there when he was exiting the building and asked him where he was going and he told me that he was quitting. I did not stop him but I did try to get the reason he mumbled something and left.
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Agree with Hunter. If you state due to his AGE he can longer do the job you are asking for trouble. Do not mention the "A" word, document him on performance only. If he feels you are reducing his pay due to his age rather than performance he would…
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If the ee reports to a supervisor I would notify the supervisor that the ee will not be at work for approx. 2 weeks with no other details. It has nothing to do with their job other than he/she will not be there so that they can make schedule changes…
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I would not have a secretary on salary for one. Put her back to hourly and have her keep track of her time by timeclock or what everyone else is using. I understand she has been treated different than other employees since she is the only one in th…
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This is not the first time officers of the company take pay reductions during hard times. It has happened several times before in the time I have been here. I never said that this is the only officer taking the reduction. I am just saying how woul…
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What I am trying to find out is why would they need this information in this type of case? :-? It is not a company issue it is a personal one. The officer does not own any part of the company so they should only be interested in her info the others…
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Zanne, Our company had this problem also and that is when we offered to cover ee @ 100%(this year first year ee pays 10% of ee cost) and then the ee would pay for their dependents. We also cancelled insurance that was not being utilized by our ee's…
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We carry Blue Cross Effective 12-1-02 our rates are as follows: Medical w/ drug benefit HMO ee - 184.66 HMO ee + spouse 406.27 HMO ee + child(ren) 332.39 HMO ee + Fam 572.46 PPO …
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No, typically they meet off premises. But, should this be brought up to the current ee. No unauthorized personnel are to be on our premises during work hours. I guess I am answering my own questions. #-o I had to see in writing to hit me in the …
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We have an "orientation period" in order to evaluate if an applicant fits with the company. We were informed not to used the word probationary because it would imply some sort of contract if they are kept on after that time frame. Our time frame is…
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Does the supervisor not being there the day the report is due a factor? The ee should still have the report done and given it to the supervisor the following work day. I do not believe this is cause for disciplinary but, a due date is still a due d…
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Sorry, Don D. I was getting the info sporadically(spell ?)but, it is very intriguing. I would just like to say your young at heart until you can't blow a bubble with bubble gum.
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Thank you all for your responses. I have found out some answers for the questions being asked. First, there have been other harassment claims brought against this supervisor prior to this incident. They were settle out of court for a sum. Those e…
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If your policy is that it would be unpaid leave then I would give the employee the option to take it as vacation. If they do not want to do that then it is unpaid. But I am not in Kansas.
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I agree with Crout. If you have done everything to warn the person to no avail termination is the next step. Plus if you do not terminate the other employees who follow the rules will feel that it is okay to bend them. Whatever you do remember you…
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As an employer you can determine what hours an employee is to work. If there is no documentation of the modified schedule just verbal. Notate in her file that due to the appointment her schedule was modified until further notice. You are not oblig…
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There is an update to the scenario. While she has been off this week we have had several employees complaining about her lack of follow through on some very important deadlines and not informing them of changes to delivery dates of vital stock. Wi…
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I am too late the employee has left the building. Unless this can be done while she is on vacation?? Otherwise, it will have to wait until her return. I will keep all forumians posted.
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The employee has just informed me through her supervisor that she would like to take next week off. Since we are not that busy in her dept. I want to tell her ok. Then hopefully I will be able to convince the others to wait till she returns to term…
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I agree with you that we should term but, I need to convince others to do it today. Rather than prolong my agony and ulcer. So better to do it now than later. Right.
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If PA is similar to CA then you would have to pay out any "earned" but not used time at the time of termination.