lorrie
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What a tough situation to be in. It sounds as if your boss was supportive of her in the past, maybe you could go to your boss and tell him/her the same things you stated here. You have been accommodating to this ee but problems created by this in…
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I think Zanne is right on. Apply your policies (attendance for now, performance if it becomes an issue later). Make sure the employee is aware of exactly how many absences can add up prior to termination. The rest is up to the him/her.
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Don's response is well-worded and right on. It seems to me that if a person does not speak English (or the primary language of the company at which they are applying) then it is THEIR responsibility to call ahead of the interview and arrange for an …
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Thank you all for your responses. Another question: If we have one customer who requires a background check before drivers can enter their facility, can we do the check on only the drivers for that route, instead of ALL of our drivers? It seems to …
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I would tend to agree with your management. An employee does not have to agree with company policies, but they are required to follow them. Right off hand I can't think of any reason why an employee would be excused from signing a required policy …
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I think your own insurance agent should be able to give you some guidelines for outside vendor certificates.
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In our company there are some management employees who drive company-owned vehicles which are covered under the company insurance policy. Our sales employees drive their own vehicles and must provide their own vehicle insurance. If an employee is …
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I agree with the others. If directions are clear and they are not followed, their app. goes in the 'C' stack. If they call on the phone (unsolicited) I will not return calls. If I am in I will take the call and answer questions which could not be a…
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We try to keep employees working if it is considered temporary light duty, even if we basically make up a job for them. This might include a lot of menial tasks but seems to be better than letting them continue to receive a check for sitting at home…
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We use the Sales Star Selection System. [url]www.sblco.com[/url] I think it is expensive, but the reports are detailed and informative, and I am amazed at how accurate they are. These tests are not only helpful in determining who might fit well in…
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We send our employees on their own for randoms. We write down the time they leave here and the clinic reports the time they arrive. We only escort reasonable suspicions. I have given a lot of consideration to the best way to handle dilutes, and hav…
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I agree that paying ALL employees for jury duty is a perk that would not cost the company a lot of money, but would go a long way toward good morale and employee loyalty. I have this listed in my mental notes under 'Things I will change when I own …
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We are in Kansas also. Our hourly employees are not paid for time off for jury duty, but we do no count the time against them on our attendance point system. We let them choose if the time is unpaid or if they wish to use their vacation time (if the…
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I agree with jmpmo, we require the employee to provide us with verification of their military service. (If they provide you with paperwork that you question, at least it should contain the necessary information to contact someone for verification.)
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Although this weekend thing only happens every few years or less, our company does not necessarily close on the Friday or Monday following the holiday so we cannot give this as a day off for all employees. This issue only came up because I think we …
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That is just incredible; I'm shaking my head. I hope your mother does well with the surgery.
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We require that employees have an authorization on file before allowing ANYONE else to pick up their check. We have a pretty small company (150 employees) in a small town, but this is a case where we figure an ounce of prevention is worth a pound of…
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Appearance codes (dress, jewelry, hair, etc.) are difficult to define because it is hard to think of every possible scenario. When the supervisor spoke with her before was it clear that she had to remove the jewelry in order to keep her job, or was …
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I would change the rule to be more specific so that hair must be fastened in such a way as to not create a safety hazard for the employee or for others. In some situations this might mean simply braided, in others it might mean put up in a bun or ot…
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In a conversation with our company president where we were discussing the impact any one particular position had on the company I brought up the notion that for some positions it is easy to see the dollar value. For example, a sales rep brings in a …
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You need to be consistent and handle these absences the same as you have done other employees in the past. Sometimes it is nice to forget the formal policy and handle things with common sense as issues arise, but attendance is something that can get…
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The DOL has a nice website. Perhaps you can find information specific to your situation there. [url]http://www.dol.gov/esa/regs/compliance/whd/whdfs43.htm[/url]
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First, you should decide what action you need to take, assuming the worst. (Decide your plan of action, but do it quickly.) Then her supervisor should speak with her, along with someone from the IT department, and tell her what you know. Give her a…
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Thanks for the information. I went back and looked at the 5 results I just received. One was normal, two were high creatinine, and two were low creatinine. Of the two low: one did not mention specific gravity but I was surprised to see that one did,…
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Is there a reason for wanting to remove this, and could it possibly be viewed as discriminatory? There are some cultures where it is more common to have several generations, as well as several families, living in one household. I know this thought i…
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It still seems to me that just because one branch is 'busier' than another does not mean they deserve more pay. Many people would prefer to work in a busier location because it helps the time go faster. Standing around with nothing to do makes time …
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It seems that the "same pay for the same expectations" should be the general guideline. All employees are hired to do a certain job, and to be at the bank during certain hours to handle whatever transactions come in. Instead of paying 'busy' employe…
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For drivers we follow DOT guidelines which allow the employee an opportunity to see a substance abuse professional for an evaluation, and follow through with any recommended treatment (at their own expense) before being allowed to continue working. …
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I agree with Don. Wish this person well and rescind the offer. When we make a conditional offer of employment we do it in person and send them immediately to our company doctor for the drug screen. Only on a few occasions have we done this by phone,…