lorrie
About
- Username
- lorrie
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
How good are your personnel policies AND practices? The better they are, the less important EPL becomes. However, even with perfect policies and practices, and a great defense, a lawsuit can be costly. As for how much coverage: how much risk is you…
-
I don't see any problem with this. We update our driver's list with the insurance company also.
-
Our insurance company also used to do MVRs for us, but they stopped a few years ago with some changes in the Fair Credit Reporting Act. (I'm not intimately familiar with the details; I understand it has something to do with 3rd parties gathering the…
-
We get our own driving records and follow our own policy, but each insurance company has their own guidelines and will sometimes challenge a driver's status. Generally: * No alcohol or drug related offenses within past 5 years. * No serious offen…
-
Thanks for letting us know. It is always nice to see 'the rest of the story.'
-
Anytime an employee has a 'life event' such as marriage, new baby, etc. I try to get with them and remind them or explain to them their new options at work. (health benefits, 401k, beneficiary forms, W-4, etc.) I let them know of any deadlines (suc…
-
I hope seeing my vacation time will help you appreciate what you have. 1 year - 5 days vacation 2 years - 10 days vacation 10 years - 11 days vacation then 1 more day every 5 years until you hit 30 years, and THEN you get 15 days (3 weeks.) (And …
-
You are right! Measuring inseams at work is not a good idea. I actually do this for my teenage daughters. When we are looking at shorts in a store (before trying them on) I hold the inside seam between my forefinger and middle finger. If my fingers …
-
My sister is a school teacher and their school says shorts must be long enough to extend past your fingertips when standing straight with arms at your side. I've always thought that made a fairly easy way to judge them, instead of measuring inseam e…
-
I agree. You can't pick out one person to test differently. You can require the agility test etc. if it is required of all applicants.
-
Everything I have read says that if we hire them as OUR employee, temporary or not, then we are liable for unemployment. Since their benefit is based on the 4 previous quarters (not counting the most recent) then our exposure is limited, but not eli…
-
If your policy is not specific, and there is no precedence, then I think you can choose. Just make sure that you are willing to follow the same for the next similar event, as this will now be the precedence.
-
I would make the call also, regardless of the personal issues. As an HR professional, I have the obligation to keep my company's unemployment and other costs as low as possible. I always want to be fair to the employees - but fair is a 2-way street.…
-
I truly enjoy this forum, as it is. I appreciate knowing that if I ask a question I will get some honest opinions, whether I like them or not. I don't post with the hope of an agreeable response, I need honest feedback. If everyone is too afraid o…
-
I agree, unless you have some compelling reason to want to keep him, terminate.
-
Can you ask him about, or otherwise obtain, general details? I agree that if this was a consensual activity then the guy got screwed. But I would be surprised if that is the case. First degree, and eight years, tells me it was probably not consensua…
-
I agree that it might be worth your time to go to the insurance company and ask for an exception. Our agent has been able to 'negotiate' driving records with our insurance company on limited circumstances. Perhaps if they know the policy from here f…
-
I'm not sure about the validity issue, but you can surely expect employees who previously were paid for mileage, and now won't be, to get upset. We turn names in to our insurance company of all drivers: Our CDL delivery drivers, managers etc. who d…
-
I don't see any problem with termination, especially if the past problem is documented, and you haven't allowed other employees to get away with this. Regardless of whether she is careless because she doesn't care, or if she just isn't capable, she …
-
I would be inclined to take her aside and explain that her coughing is very disruptive, and there are concerns about sharing germs when someone is sick. (An employer has the right to send a sick employee home.) Tell her if she wants to continue work…
-
We have done this at times when we were looking for drivers. We have not hired a lot from this, but some. I found that the employees appreciate the opportunity to get involved, even if they didn't have a referral to make.
-
I agree with not providing copies unless required by law. And then, find out your rights and produce the documents as required, not as requested; and charge for copies if allowed by law.
-
I agree - get the techs involved. Surely there is a solution other than buying everyone a $200 magnifier. I would not want to stare at a blurry screen all day, and I would guess that it wouldn't take much for anyone with even good eyesight to get a …
-
We have arrangements with our local hospital emergency room/lab for collections. We started this because we wanted to be able to send our evening shift randoms when they arrived at work instead of calling them in during the day. The ER does not clos…
-
I would generally agree that bringing a firearm to work is cause for termination, and I can think of very few circumstances that would change this. -Was the weapon loaded? -How was it discovered? -How long has this employee worked there? -Has this e…
-
We use a 'survey' for all warehouse applicants that is supposed to judge things like tendency toward theft and drug use, as well as work ethic. I am always amazed at how honest some people are, and wonder if they answer a certain way because they do…
-
I agree a written warning is appropriate. Have them fill out an accident report specifically stating WHY the accident occurred. This puts in writing for them to see their own responsibility, and they know it will be placed in their file. Anytime yo…
-
We do not pay non-exempt employees for jury duty time. We have about 150 employees. Their benefits continue as if they were on any other LOA. Our policy does not address any limits on time, so accordingly, they would be guaranteed a job according t…
-
If your confidentiality agreement is the same as a non-compete, I think you have to offer something of value in exchange for a signature. You can expect a new employee to sign as a condition of new employment, but continued employment is not a suffi…