mrbill
About
- Username
- mrbill
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Interesting coments, some correct, some not. I have a dual career in that I (think) am an HR pro, and also have a Tax preparation practice. It is a wonderful compliment when dealing with employee issues, and benefits. Would heartily recommend that…
-
The employee who went to the Police; Long term employee ? What is his track record ? He might be setting you up. If he has creditable time with the Company, and has a clean track record, I might attempt to talk it out in HR. Otherwise, accept h…
-
I have always used the policy that if it was a good former employee, then it is a pleasure to speak highly of the person. If it is a person who has baggage, then the answer always was "Company policy only allows the release of dates of employment" …
-
Agree with others - absolutely no need for this information to be available to managers. As stated, with ID theft, having it available, could cause a large problem.
-
In a past life, our attorney advised me never to inquire, but I did any way without any problems. Companies do have a right to plan.
-
Suggest that you go thru your Automobile Insurance carrier, as they would want to know the driving records, so they can insure you or not insure you. Number of years ago, our insurance company ran a check, refused to insure 80% of the drivers, and w…
-
You have the right to call employee meetings, and you have the right to demand the presence of all involved. I suspect that you have an employee who has some sport of a psychological problem. But, that should not excuse attendance at the meeting. …
-
Had an employee with horrendous BO, so bad that I had to speak to him outside of the plant. Co workers had complained (unionized), but were silent when he filed a grievance for disparite treatment. He also filed with MCAD, which went no where. I …
-
I have been involved in a number of potentially violent termination actions and I offer the following: Keep it short and sweet. Have some one with you. Be prepared for the situation to go sour. If you have a female in the area, have her take a walk.…
-
Sort of the American Way. When I received a levy, I always called the person in, listened to their denials (no Phone calls, No certified mail, etc.). I then advised to go to the Federal Building, work out a deal, and return witha Release of Levy. …
-
A few thoughts from one who tried for years to change ee's driving habits (carpool, use public trans. on bad days, leave spaces open in front of building) and failed miserably. 1. Designate a determined # of spaces for handicaped and patients only …
-
I have always liked to have a case study, which does not necessarily have a correct answer. It is a good outlet for managers to understand differences of opinion, and a good resource to get across a point of law. As an example - I presented a mock…
-
Do not force the EE's to attend Do not force the EE's to contribute Do not even talk about religious beliefs. If one does not want to give, they are not going to give, and from past experience with United Way Campaigns, you will be talking to a wal…
-
I have found that it is vital to have the person who has 1st hand knowledge present. If you allow your supervisors to terminate, then it is vital that they attend. I have found that written statements are worth nothing. Try to have the case re-sc…
-
I recall in my past life that we had a hurricane coming up the coast, and the Governor called a "State of Emergency", but we kept working away, and would not close. The thinking was to release the EE's when all other entities release just puts all …
-
Laura, This message is from a peer, who commuted for 30 years in bumper-bumper traffic, then commuter rail, public transportation,etc. consuming approx. 2.25 hours of time per day. I packed it in, took 1 year off, and now walk 10 minutes to my offi…
-
If you really, really want to hire B, 1st point is that you should never consider, even for a moment, having A be the immediate supervisor. You should also have in writing that A & B understand that they will never be boss/worker while employed…
-
Similar to other responses. In my past life, we had a Maintenance Engineer/Supervisor, who was ultimately responsible. Exempt position. The actual PM work is done by a qualified member of the maintenence department, who logs his work in. There wa…
-
If it is offensive (and it certainly appears to be), then you must take action. If you do not, then you will have allowed it, and you will find it more difficult to stop a future occurrence. Do not let the inmates run the prison... P.S. I do…
-
Had a somewhat similar situation when 3 out of the 4 EE's who drove the Company vehicles were not insurable, by the Companies carrier. Since this was a minor part of their duties, we were able to keep them employed. In this process, we learned tha…
-
I would like to hear how / why did he 'falsely activate' the system. If there was any element of a valid reason, then you have no case. You may even be able to turn this into a positive event. Evacuation procedures should be held on a regular bas…
-
Has the Company terminated other PG employees ? I have learned that it is very risky to take such serious action against a PG employee. Would suggest that you have a sit-down with her, and express the companies concern about the lost time, and the …
-
For the Life of me, I cannot understand why the word "Christmas" is coming under such attack. Play 'Jersey Girl' by Bruce, "since down the shore everything's alright" Bruce Springsteen makes folks proud to say they are from New Jersey.
-
This is a tough one, and I praise MBlack from Texas for her input. I think that a non-disciplinary sit down is in order with the intent of exploring other means to the end, such as local blood tests, etc. You may even want to get a referral to an …
-
I am confused. The pay stub only goes to the employee, and a deposit slip should not contain the SS number,only the account number. It sounds to me that her SS number is protected. Note that it is legal to use the SS number for payroll and tax pur…
-
Our practice has always been to record a person's name and SS# EXACTLY as it appears on the SS card. No exceptions. If a person gets married, we will only change their name upon the presentation of their new SS card. If an employee wants to use…
-
This reply is given prior to reading the other replies. My sense is to let the investigation run its course before any action is taken. I would explain to the Ladies that the investigation is being conducted, and once it is completed appropriate ac…
-
Here in Massachusetts, the employer pays 100% of the cost. It is experience rated, so the fewer claims / payouts, the lower the % cost of payroll.
-
Here in Massachusetts, the answer is No - Cannot double dip. I have had cases, and I presently have one, of a disgruntled employee, who exhausted his FMLA time, resigned, in lieu of termination, exhausted his UC., and now 16 months later is trying …
-
Here in Massachusetts, the law states that an employee has the right to review their personnel file. I am unsure if they have the right to copy same, but that should not be a big issue. The only exception to this is that upon receipt of a request,…