moneyman
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I think you have made a very good point. I would like to say that I am very allergic to flowers, springtime is a menace to me. Depending on the flowers (and whatever is included with them), my problems can range from constant sneezing and watery i…
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You say that your "sick leave policy" can be used for "serious conditions" only? Then, when someone calls in with the flu, for one day, does this qualify or not qualify for using sick leave? It seems that most sick leave policies that I have seen …
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I tend to agree with Don D. I think that the FMLA wording gives the guidelines of what is allowable, but your policy will fine tune it. And, in absence of a policy, your prior actions should be your guidelines. We have a policy that specifically s…
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We use a simple form created on our letterhead for the employe request that shows who, what, when, how long. Then we use the DOL's form "Employer Response" that we found at: [url]http://www.dol.gov/esa/forms/whd/WH-381.pdf[/url] We figured that i…
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Fair or not, the guidelines that we were told to use (provided by our benefits attorney), gave the employee 12 weeks from the time she was eligible. We were told that we could not go back to "retro" the previous time taken because she was not elibi…
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We had that situation about a year ago and was advised by our attorney that the employee could start her maternity leave by using her PTO. However, when that one year mark hit, the employee would qualify under FMLA guidelines (she had already worke…
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One other comment on falsifying information: In one seminar I attended, they said that the application is a company document and lying on the company document carries more weight than lying on your resume which is the individual's document. In my …
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It is unfortunate that some rules have to be put into place for the few that abuse. My former company put the proof requirement into place, even when there was no evidence of anyone abusing. That is what I call cold. It is a smaller company of ab…
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We starting having this problem and put up a sign. The problem continued and we were ready to remove the refrigerator just to get rid of the complaints when we found out that it was the cleaning service! The were also raiding all the desk top cand…
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"Guys sitting to pee -ppplease" I have to say that my husband will sit if he needs to get up during the night. That way he doesn't have to turn the light on to see what he is doing (or should I say where he is going). It works for me too because …
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I am lucky if I can get the boys to flush at home, somehow they always forget. Too bad we can't have Star Trek like doors that open as you step up to it. Hey, maybe we just need wider hallways and lines painted on them for a "no walking zone", t…
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Just a few thoughts: I like the public places that have installed the automatic flushers, tap water and air dryers, no need to touch anything (but the soap dispenser). Also, why don't bathroom doors open OUT so that you don't have to worry about t…
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They are considered key employees and FMLA doesn't apply. Luckily there really hasn't been issues with this.
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A good point, I am sure that we would accept a note from the physician office staff. It seems that more and more people are not seeing the physician anyway, they are seeing a Physician's Assisant or a Nurse Practioner (anything to get in quicker an…
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In our case, we got rid of sick and vacation time and not just have one category of Paid Time Off. It has made some things easier. In the instance of schedule time away, as long as it is in 1-2 day increments, no explanation is required, same as if…
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I think your policy is pretty lenient. If this points are only racked up for tardies (and you did not mention if you got them for anything else) then you are granting at least 1 tardy a month. Most good employees I know probably wouldn't even get …
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Aren't you already giving the employee a chance by giving them up to 6.5 points "free"? If these 2 employees earned the 6.5 all by being tardy, that is 13 times! Isn't that enough? By the way, what time period do you use or is this a lifetime accu…
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As I was reading this one, I just thought of something. Since many are relunctant to terminate an otherwise good employee for continual tardies, hit the employee where it counts, the bank account. When annual increases come around make sure that he…
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Yeah, the new HR is certainaly mental. Oops, that's not what you said. #-o
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You bring up a good point about the job itself having a timeliness requirement. At my last job, employees grumbled because there were a few people who were constantly late. They did not get reprimanded for it however since they did work a full 8 h…
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I agree that the point of a start time is that you should be ready to work at your start time. We have had that same problem of getting settled in with your coffee and your good mornings to people. And, wouldn't you know, those are the same people…
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I worked in a building that rented out one floor. This floor contained the kitchen and employee lounge too so it wasn't unusual to have our employees wandering on that floor. One employee was embarrassed to use the bathroom on her floor (because o…
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"We are afraid of setting a precedent where an employee can complain and get a new supervisor, thereby constantly disrupting our organizational structure and causing general chaos. " Welcome! In regards to the above, any time an employee complains…
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Since we do not accrue salaries and PTO, it was easy for us. We just manually reduced one bank and increased the other. We made a "day for a day" trade no matter what wage the person donating or receiving made. If we had to go into an equivalent …
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I have also seen many job descriptions wherein one of the qualifications/skills listed is the ability to read/write and speak English proficiently. For some positions, it might even be for safety reasons (like reading a warning). I think Don has g…
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We have used this method for relocation and for employment agency expenses: We pay or reimburse 1/2 initially, then the remainder at 6 months. Our letter of agreement states this in addition to stating that if they do not complete 1 year of servic…
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I don't see why you couldn't pay a "bonus" for the time spent. It should not be paid out as hourly wages or called overtime pay, but I see no reason to pay an exempt employee more than their contracted amount. I think I would consider it a "thanks…
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My last Director had a voice that carried so that every phone conversation was understandable from several offices down. I think we would have preferred that he kept his door closed most of the time. It was not that the information was sensitive, …
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We stopped publishing birthdays because it just became a hassle. However, we still to publish employment anniversary dates that coincide with special occasions with the company (2 years, 5, 10, 15 etc.)
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Ketel: For one who has just lived through this recently (on the receiving side), there really isn't a good way, but the suggestions given are 'better' ways. Also, most time when a layoff is necessary, the staff has an inkling that it is coming. My…