marc
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- marc
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Comments
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The PLAN is working.
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We do not do personality testing for pre-employment purposes. It is my firmly held belief that the interview process should and can answer most questions regarding "fit" in an organization. I do believe that these tests, especially the Meyers Bri…
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We don't use that vendor, but do have use a company for all Cobra notices - reasonable price and saves so much time and so many headaches.
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You can't go too far wrong listening to the livindonsouth. I would ask if there are performance issues with respect to his work? If this is the reason management wants to take action with this EE, then you have a different kettle of fish, but to g…
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C'mon Gene - at least let him rest until the 5 prime hogs have been consumed by the Evacuees. To Pork: Glad to hear directly (sort of) from you and commend your and your communities efforts on behalf of our beleagured citizens from the Deeper Sout…
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As a human service agency, we have lots of "feelers" on our staff at all levels. These people are not good at straight forward discussions about performance issues. Annual evaluations tend to focus only on positive traits while basically ignoring …
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[font size="1" color="#FF0000"]LAST EDITED ON 09-08-05 AT 11:31AM (CST)[/font][br][br]It is awesome that so many are reaching out to help. When you are rebuilding several cities, towns, and everything else in an area the size of Kansas, everything …
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Every time I have responded to applicants with this question I end up regretting it. In the end, there is no answer that will satisfy them. You made a decision to take the candidate that was the best fit for your organization, and that is a subjec…
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Perhaps the manager is looking for a job and liked the format?
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First, I don't think this rises to the disability level, so you should not go through the accomodation discussion at this point. As to FML, I don't think allergies ordinarily rise to a qualifying level. Has she asked for hours that have her leavin…
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Exactly.
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Your situation requires a bit more diligence than you might find in non-shelter environments. I would say you need to have designated sites to muster during such a drill and appropriate supervisors/managers should take a roll call at the muster sit…
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Our policy is not as generous as yours. Ours acts a little bit like Jury pay - paying the difference between the jurors pay and the companies pay for a limited time frame. In our case, the policy is targeted more toward "reservists" situation - we…
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There are some circumstances in which I will hire an otherwise over-qualified person to work for me. Most of them involve the candidates expectations. A couple of years ago I was looking for an Asst Controller for a small real estate developer. I…
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Agree with Crout's last sentence, the discretionary bonus is a huge motivator. I ahve seen it work great in lots of companies. Two, otherwise equal EEs can be separated with bonus dollars when it comes to rewarding that above and beyond contributi…
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Start a "Charity Jar" in the cafeteria. Anyone witnessing another EE leaving a mess can "bust" them on it. When busted, the perpetrator must put $1 in the jar.
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No tax consequence involved. We accrue earned by unused vacation on the books - it is valued at the pay rate of the person that used it. We simply decided a fair valuation was to convert the donated hours into dollars - so if the donor was givin…
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We only allow donation of annual leave - it is purely for business reasons as we pay out unused annual when the EE leaves and allow sick leave to roll over forever (so far). We value the donated annual leave at the donors rate and convert it to the…
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Yes, you can have duplicate coverages. The battle is over which plan is the primary. My understanding is that you must file claims with the primary first and any amounts not paid there can be submitted to the secondary insurance. Also, there ar…
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ONly deduct from a paycheck when you have specific, signed authorization from the EE. Just the agreement to repay is not enough, it must state the repayment is authorized as a paycheck deduction.
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What happened to post #15?
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Look at the objection raised - how do you know the same thing does not happen with your current definition of immediate family? If you have a system in place to insure that, just extend the same rules to the parents. If you don't have those rules,…
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Haven't heard from you in a long time. It's good to have your input.
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[font size="1" color="#FF0000"]LAST EDITED ON 08-18-05 AT 11:55AM (CST)[/font][br][br]Yeah, I agree.
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Here is a page within the IRS site to look at with respect to tax consequences: [url]http://www.irs.gov/individuals/article/0,,id=139506,00.html[/url] "If your employer gives you a turkey, ham, or other item of nominal value at Christmas or other …
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I understand your problem, but reconsider the viewpoint offered by WT, and try to do it from the employers perspective. You are in the "introductory period" and your new EE developes medical complications that prevents her from coming to work. Whe…
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Way to go nohr4u1yr! I admire the courage and fortitude you called up to deal with your situation.
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Then perhaps you should take Zen's unzenlike advice, and arm yourself. Hiring a temporary guard is not a bad idea, though expensive. We have had similar situations. When it happens, we make sure a picture of the person about which we are worrie…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-17-05 AT 02:19PM (CST)[/font][br][br]About 2 years ago, Nevada passed a law that will allow the employer to get a TRO, which can be followed up with a 2 year restraining order. The legislators reco…
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It is a tough situation, and being placed on a LOA or being terminated is understanding a higher duty to the rest of the workforce/customers. It is a responsible thing to do - trying to make sure everyone else is not the recipient of the abused EEs…