marc
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We only allow the donation of vacation time. It is converted based on the givers hourly rate. So 8 hours at $20 per hour would covert to 16 hours at $10 per hour. It goes through as payroll for the recipient. This eliminates all tax issues. T…
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In our system, the names on the paycheck are the same ones used when the W-2's are printed as the information is drawn from the same database. So, the paycheck name agrees with the W-2, which agrees with the SS card.
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I would not overly worry about his response, other than to have security nearby. I would call him in and begin the meeting with the termination. Have his final check ready and mail his personal items to him. This should be no surprise since you t…
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Lots of folks can intuit a job descriptions main function by the title - but I think we need a bit more to come up with a good name. Let me see if I understand. You have so many EEs getting engaged that it needs 4 levels of staff to make it work? …
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We follow a progressive discipline policy for most types of discipline. Time frames associated with the process are variable depending on the severity of the problem and the progress being made toward correction by the EE. With attendance issues, …
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I think they should stay in the EEs file for as long as you keep the file. Just because a document is in the file does not mean you are holding something against the EE. Once they have survived whatever disciplinary time frame that has been attach…
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That's a good idea Open1. Can I be the crusty ole drill seargent who gets to inspect? Drop and give me 20! That is the sorriest excuse I have ever seen for a trouser crease. Take those pants off and don't come back in them until that crease is s…
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the short answer is yes - you can dictate a dress code. Be sure it is consistently applied and if challenged - you have valid business reasons for your policy.
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Terry, look closely at the examples penned by NaeNae. Another way to look at it in the case when the EE has used all 12 weeks in a year is to look at the one year anniversary date of each day used. So if the EE used all 12 weeks in a row beginni…
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This is an important decision. In my opinion, the rolling 12 months looking back is the only way to prevent leave "stacking," but it is harder to administer.
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Did you require the dude to carry his own workers comp and to produce evidence of a policy? Lots of states will allow a sole practitioner to avoid carrying workers comp and to opt out of the unemployment system, which amounts to self insurance wh…
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Can you provide some more information please? What the heck is this? Who dictates e communication rules?
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Don't you have the FML posters up at each location? If so, that is considered proper notice.
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First, determine basic eligibility. Did he work 1250 hours in the preceding 12 months? Do it just like you suggested. Go back to the original illness date and look back. Payroll should know the hours. In my opinion, if he reached the 1250 hours t…
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I'll bite - what the heck is FACTA?
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First, it should be the person the IT Manager reports to that terminates him. Second, no termination should be handled alone, always have a witness - and if you still have to do it yourself, get more than one witness if you don't have a burly perso…
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Do you normally ask for a waiver from folks that are laid off or terminated? Did you originally create this job as a temporary position? If not, then your task is a bit more difficult. When you get to lay-off situations, how do you determine wh…
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Yes to question 2. Question one has some caveats around the method you select, but in essence, the EE gets 12 weeks during any 12 month period. The calendar year is a fixed 12 month period, but the roll forward or roll back methods both look at 12…
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They earn each new FML day when they cross the anniversary of one day used in the prior 12 months. So if the EE used one day 2/1/06 and did not use another one until 3/1/06, then he would earn a day back on 2/1/07 and not earn another one back unti…
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No "i", but there is a "me" in team. chuckle, chuckle.
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Vote early and vote often - take a page from Chicago politics and vote the graveyards. Anytime you put it up as a popularity contest, you will hear stories like Ray's. Also, these things tend to fade away as the months wear on and you will find it…
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We have the EE sign during orientation. We also attach the current job description to each annual evaluation.
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This bugs me - we work so hard to get any business to give more than years of service, wage and position, then when we do get it, we are afraid to use it? It is not illegal for you to call people that know this candidate and find out what's up. Yo…
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Threats of violence should not be tolerated. Thankfully, you have it in writing and this should go a long ways toward defending your actions. I agree that the ticket is the triggering event. If he received it wrongfully, the courts have a whole p…
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What Mindy said. Keep in mind your goal is to minimize workplace disruption, not to be a barrier to justice.
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It is a head shaker to think that folks in management are now aware of the issues caused by not maintaining confidentiality with respect to personnel records. Raises, salaries, disciplinary actions, social security information, phone numbers , add…
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I have encountered similar situations a couple of times. My response was to require a procedures manual to be prepared by the department/position. This is a good idea for all key functions within a company and can produce unintended benefits (wiza…
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Business economics are at the heart of employer/employee relationships. An agreement is reached with respect to work to be performed for a package of pay and benefits. Of course, things like FMLA, ADA, Title V11, etc complicate the relationship. …
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Stick to your guns - the return to work must also meet your needs. If she cannot work the hours available then have her stay out until she can return to her original job/shift.
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Coming your way - thanks for your interest.