marc
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That sounds much better, in that case, I would keep it as simple and straight-forward as possible. Simple an acknowledgement that employment is discontinued with an effective date. You only mentioned that positions were eliminated, so without kno…
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You are informing KEY executives of the elimination of their jobs by letter? I personally think this is a very bad idea.
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If I understand the situation correctly, you pay the temp EEs a higher hourly rate than the regular EEs. You did not say it, but I am guessing the differential is based on the cost of benefits the regular EEs get that the temps do not. This is you…
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You've got mail!
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No form here, but we allow it on a case by case basis. The request goes to the Exec Dir to determine whether or not it is catastrophic. If so, we let EEs know an unnamed EE has a need, then accept donations until the need is filled. I just send a…
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Thanks for the clarification. I would start with clarifying the chain of command, which usually has the CEO/President/Exec Dir reporting to the Chairman of the board. In some companies, you may have finance or audit committees at the board level w…
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Welcome to the forum. Are you asking about the business relationship and functions or is this more along the lines of a social relationship?
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Don't get hung up on the terminology - however, this is time to get counsel involved. You want to tie up both the customer and the employee, probably two seperate agreements/clauses to work on. With respect to employee contracts, you might get a l…
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Our approach is pretty straight-forward. We only allow our Exec Dir, Fund Development Dir or two Program Directors to speak to the press. No formal policy, but this information has been communicated to all staff on a couple of occasions. Plus ou…
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We had a similar problem with the banks early on, but have been able to run a test payroll with just a "ping." This satisfied them the systems could communicate properly so the first live payroll was accepted just fine.
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Most of our EEs use it and love it. We still have 10 out of 66 who want a check, which we allow. Hunter is correct - this is a State specific law.
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A couple of fairly recent threads hit on this topic. Perhaps a search of the forum could yield some good results?
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Ours is really simple - here you go. Proprietary and confidential information In carrying out the Company’s business, employees, interns, and volunteers may learn or be privy to confidential or proprietary information about Company employees, cli…
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This is a huge job. To really do it correctly, in my opinion, each phase of your process needs to be flow charted, step by step and a very fine detail level. Then examine each step and ask yourself what could go wrong with that step to cause an in…
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The following is listed as one of a number of reasons for termination, disciplinary action, etc. • Possession of firearms, explosives (including fireworks) or any other items whether concealed or openly carried that may be considered a weapon capab…
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It is also my understanding that these vague, general deduction authorizations are not proper. You might be able to tinker with the authorization to be more descriptive about the items that could lead to a deduction, such as a tool list with prices…
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I jsut completed a very rough draft. It still needs some work but perhaps this will give you a starting point. The need for cards varies but is generally necessary to conduct certain aspects of our business. The cards are under the control of man…
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Your 4th post, welcome to the forum. You will get a variety of replies on this topic. There are many, many companies who make no distinction between the seasons with respect to dress codes. Most of this, in my opinion, is driven by the industry a…
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I agree with Don and DWMS. I work with our manual almost daily, still the EEs come up with questions regarding policies that I cannot answer without looking up the actual policy and reading it. I have a decent memory and recall talent, still I can…
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Who says a review cannot be all negative. And by the way, the items brought up in an annual review should not be surprises for the victim, ...er, uh, I mean the EE. It sounds to me like their should have been some specific personal improvement pla…
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The EEs in question are already on your payroll and you have already identified some whose skills are not at the level you would like. If you have already identified areas that need improvement with respect to these Excel skills, then have those ar…
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We negotiate a rotation. We start by requiring staff to log-in vacation requests in December for the following year. It is inevitable that requests cluster around 3 day weekends and holidays, especially Christmas and Thanksgiving. We then negotia…
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On its way.
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You already have a code of ethics, the problem is that you are not enforcing it. Any policy that is given to you will be equally ineffective if you do not use your company's disciplinary process for enforcement. You may need to strengthen your tra…
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How tall is the Empire State Building? You do not really care if they get it right or wrong, you are interested in their "common sense" approach to determining an answer. I think this example was listed on one of the HR Hero publications.
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[font size="1" color="#FF0000"]LAST EDITED ON 12-29-03 AT 12:38PM (CST)[/font][br][br]Jkenny Thanks for clarifying. First, the company can make the call that paid leaves run concurrent with FML, and we do have that policy at our shop. As to surge…
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Just to clarify my post: I know the FMLA discusses voluntary treatments that are not medically necessary are not covered. I went to a training recently where the legal beagle who conducted the session discussed this provision. He stated that th…
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Sounds like a 'can o worms.' Who gets to determine medical necessity? I would suggest you leave this issue alone, unless you are trying to fully employ legal counsel in your area. I don't know if your shop is subject to FML, but I would suspect t…
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Different separation agreements drafted by your lawyer sounds good to me, but your question asked if they are required to sign one in a termination. I don't think you can require a terminating EE to sign anything, of course neither party gets the c…
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We have one evaluation form used for everyone. Staff and supervisors fill out the form separately, schedule a meeting to discuss it, and basically fill out a new one together, which both sign. Why not use the existing form? Then you will not have…