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martman99

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martman99
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  • Are you a private Employer? Do you have an ee maual addressing non-excused absences. Have there been any communications from the ee? How have you handled similar instances in the past? All these questions should be addressed. Is the ee "at-will…
    in JOB ABANDONMENT-HELP!! Comment by martman99 December 2003
  • Thanks!
    in Speaking of Holiday Pay.... Comment by martman99 December 2003
  • Thanks Marc This is our first "blush" at this situation. As our company has grown from 12 employees to almost 50 in such a short period, the employee manual is in need of substantial revisions, including this scenario. Thanks for your input. How…
    in Speaking of Holiday Pay.... Comment by martman99 December 2003
  • Maternity has not been addressed as a separate issue. We are not yet subject to FMLA.
    in Speaking of Holiday Pay.... Comment by martman99 December 2003
  • I have a similar issue posted in the "Benefits" forum; however, my 2 employees are on maternity. Policy indicates "full-time" employees are eligible if the office would have been open, but for the Holiday. Add'l thoughts? Marty
    in Speaking of Holiday Pay.... Comment by martman99 December 2003
  • Thanks to ALL. Just got off the phone with "Wages and Hours" Hey you're ALL correct!! This IS the most informative site!!! Thanks for all your help. I'm sure you'll be guiding me thru the wars of HR Marty:-)
    in Employee Breaks in Michigan Comment by martman99 December 2003
  • Thanks Pork But in Michigan, there is NO STATE OR FEDERAL statute requiring any breaks to be given, excepting in the case of employing minors. I'm in a private setting - Are you union? Just curious. Thanks and Happy Holidays Marty
    in Employee Breaks in Michigan Comment by martman99 December 2003
  • Hey Cinderella! Looking for Michigan. Hope I unconfused you! Marty
    in Employee Breaks in Michigan Comment by martman99 December 2003
  • Fully agree with the responses that you should offer COBRA continuation. Regardless of the the cause for termination, your potential liability in denying COBRA doesn't outweigh the benefit of at least extending COBRA benefits to the EE. Further, s…
    in Gross Misconduct? HELP ASAP PLEASE!!!! Comment by martman99 December 2003
  • What are your policies surrounding calling off? Are they written? Did the employee call in "sick" or did they state they weren't coming in. Does your company allow for "personal" days off? However, despite what you have, the employee must be mad…
    in Help with employee relations issue! Comment by martman99 December 2003
  • I agree with "SHADOWFAX"! Basic contract law would dictate that unless there was ratification of the new contract, the only other two options would be no contract AT ALL or substitute the previously ratified contract temporarily until an agreement c…
    in Contract by defalut?!? Comment by martman99 December 2003
  • Exactly! Marty
    in Can we do this? Help Comment by martman99 December 2003
  • Are you looking for a release letter? Are you offering consideration to the employee? Are you asking them to give up their rights to sue you? Is there anything in the collective bargaining agreement addressing this issue? Just a few questions. …
    in Separation Letter Comment by martman99 December 2003