lorrie
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One big problem is when a manager lets emotions rule the decision, instead of following policy. Such as firing an employee who called in to say he can't work because his girlfriend lost custody of her children in court that day and he wanted to tak…
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If you like the one remaining applicant enough to hire, then I would send a letter to the others that the position is filled. If you plan to re-advertise, I would go ahead and send the letter that says they weren't selected because they did not mee…
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Ours is a pretty basic one-page monthly newsletter. I print employment anniversaries and employee birthdays. I also print a few sentences about each new employee that month. (I now have new employees sign a form during orientation stating that it is…
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One more step is to fax a copy of the employee's job description, including physical requirements, over to the doctor. A full-release without this means that the doctor is releasing the employee to do the job 'as described by the employee.' Will the…
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I understand that termination would never be a good feeling, and I can't speak from experience for whether the feeling would be of freedom to go or feeling more trapped. I do know that feeling obligated to take care of other areas of life and mainta…
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This is one of those really tough calls, but I agree that the good of the rest has to be placed first. It is appropriate to try and work with the employee and offer whatever security is possible, or a leave of absence, but when that does not seem to…
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I would call and speak to the employee and ask about a restraining order, and any other helpful information. If that order includes the workplace (which probably does if it says he can't be within XX# of feet from her), then you will want to notify …
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We have DOT and non-DOT ee's. Positive DOT: ee's are removed from all safety-sensitive positions, which generally means they are off work completely, until they visit the SAP AND complete all recommended treatment AT THEIR OWN EXPENSE. Then, follow…
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We host a very large vendor show for our customers every year, and we have LOTS of prizes. We try to be responsible to our customer base, which includes private business as well as schools and other public groups. In general: If someone wins one of …
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I think your best bet is to 'strongly encourage' attendance at the meeting part, and pay all employees for the meeting time. The rest is up to them. However, I know management does not always agree, and if you are not able to pay them, then I would…
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It is possible, but tricky. Do some research on noncompetes before writing yours. Also, check out how your state enforces them. You will usually have to provide something of value, in addition to continued employment, in order to seal the deal. ($c…
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I work for a family-owned business, 150 ees. Three of the owner's adult children work here, and we definitely don't have this problem. While I am sure they are all well compensated, they are all very hard workers. I think the owner expects a little …
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I understand your policy about male technicians and female patients. This is appropriate for obvious reasons. I think the male/female coworkers (even if one is a supervisor) is a little different. In general, I would not spend much time worrying ab…
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I have allowed this when the last day of employment fell on the last day of the year, and 12/31 was on Friday and considered a holiday since 1/1 fell on Saturday. The reason I allowed is was so that the employees were considered employed on the last…
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Is this ee in any protected class? (over 40, female, etc.) Even if not, I would be wary of termination unless you can find specific written policies that this homeowner/ee violated. I would explain to the president that you could find no specific v…
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I would start by making a list of legally required training. Are you subject to OSHA, DOT, or any other government regulations that have training requirements? After that I would list anything you feel is necessary training. Think back over the pas…
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If the background check indicated the charges were dropped in 1999, I think I would hire her, assuming there are no other issues at hand.
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The fact that she mentioned this incident to the Plant Manager would make me want to get her signature on file, verifying that she understands the company is willing to act on it. If it was really over in her mind, she would not be discussing it wit…
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If you don't want to force her to provide additional information, you could type up a memo someting like the following. (I would have the complainant sign this, showing the company's intent to investigate, and the employee's agreement that no furthe…
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It depends on what you want to accomplish with the email. As Whatever said: not everyone has a home computer, and those who do are not necessarily on it every day. So if you want to be able to reach someone in a timely manner, then email is not a pr…
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Our state system offers a higher per diem etc. for employees traveling to specified 'high cost areas.' We do not have this issue in our company, but it makes sense to me that you could offer a higher salary & perks to ees who live/work in certai…
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I can't help but wonder if this person has offended others in her department, or been otherwise annoying in some way. If someone in my department mentioned that the smell of Chinese Food gave them migraines, I certainly would not go out & order …
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Exempt & non-exempt: 90 days Holiday pay after working one full week. No funeral or jury pay for hourly employees, but funeral for immediate family and jury leave does not count against attendance points.
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That is interesting. What you describe sounds a lot like how our program was set up, although we are governed by FMCSA instead of FTA. Thanks to everyone for the info.
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That's cute. x:7 And potentially a true situation. I'll continue, just the same.
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I completely agree with the thoughts on HIPAA guidelines etc., and agree that the employer's safest move is for HR to be completely mum on these issues. But, I admit I feel terrible telling someone I can't repeat what I know, when I know the ee is …
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Most of the time employees will keep in contact with other co-workers, so I don't have to be in the position of passing along information. If I speak to an injured/ill employee and think others might ask me about them, I ask that employee if it is o…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-11-05 AT 01:29PM (CST)[/font][br][br]I agree that you don't want to discourage complaining, but a couple of issues come to mind. Are the complaints being filed in accordance with company policy? (eg:…
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I agree that 'it depends' and 'sometimes' is not the same as a full release. Unless you have a company policy that says otherwise, she can't return to work until fully released. It sounds like the doctor is not interested in being more specific. I…