mwild31
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- mwild31
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Hi kdspa First, congratulations for gaining the trust of the employees of the organization. It can be really difficult to do in HR as you run the tight rope between management and employee relations. Since you've been with the organization for 2 …
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Hi CAHR Remember, the temp agency is YOUR vendor. You set the rules - not them. We have about 50 temps working for us & they use our labor program to input hours (it's how we can track hours to work orders - strictly for accounting) AND the t…
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Hi CAHR - I have something - I'll send it along to your email address.
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Unless your policies say otherwise or past precedent has been set, no, you are not required to pay. The employee lucked out in this case. Because you guys are recognizing the alcohol issue and have "required" the employee to enroll in a treatmen…
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We did and it had a pretty tragic outcome. We had a long-term employee start to have attendance problems. We started to address the issue and the employee promised to change. There had been rumors about this employee and his dependence on alchoho…
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It doesn't sound as though your company has paid for it before, so I would say he should pay for it. Although the exams are fairly inexpensive ($65-$70), you could find yourself in a position where everyone that's had an exam and has had to pay for…
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Hi E Wart - I've been burned by ADP before too - about 10 years ago. A few months ago a representative contacted us and asked to meet to show us the new and improved ADP. I agree with your statements regarding Ceridian (except for the software - w…
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I've never used them before, but I am currently considering moving our payroll from Ceridian to ADP. Has ADP been serving your organization well up until this point?
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I agree with SMace. Why do you think you would need a policy and not just simply address the issue with the employee directly?
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[font size="1" color="#FF0000"]LAST EDITED ON 08-16-06 AT 10:18PM (CST)[/font][br][br]First, I'll state the obvious. Something didn't go right during the interview. Not all interviews go perfectly and you can't always predict how the employee will…
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I agree with HRCalico - I would bump out the STD eligibility date. With it beginning so soon after employment starts, I'm surprised this issue hasn't come up sooner. x:-) As to the employee, I would term. I checked out the Georgia Department of …
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Hi Brother Bluto. I think we disagree, but that's okay. x:-) A cost benefit analysis? Let's see, the employee is already receiving 30% more than market, co-workers can't stand him because he is arrogant and moody (so they probably avoid him or go …
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Basically, it's up to you. I'm not sure I would try to "rehabilitate" him. Sorry to say it, but you're not very good at following through with the consequences. x:-) I would term and watch as morale around the place perks up. Sometimes, a "good…
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What an awful day! I'm so sorry to hear it & I wish you and your co-workers the very best right now. Hang in there! xhugs
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Thanks for the feedback SMACE. The counter argument to number one is this: Correct, should you take the high rollers out of the equation your per person sick time drops, but all that shows is that your current policy is working - people are comin…
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Thanks Brother Bluto for your comments. You are correct, people were told when they began with the NC site that they had 30 days of sick, but they were also told (in the same handbook) that all benefits/policies are subject to change. This qualifi…
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WT - I like your bottom line! I'm ready to make the decision that they are just going to have to move to the "new" policy. I guess the part I really struggle with is the "it's an extra week of vacation" excuse. Yes, abuse will happen - it's happe…
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>"We have an employee that we are probably going >to be laying off in the next week or two..." I guess here's a silly question - why wait a week or two? If you know now, why not right now? That said, will everyone get a review in the …
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Hi Frenchie Don't consider termination - if she hasn't considered it. Another way of saying this is, don't let it be a surprise. An employee that's "good for awhile" but then falls back into old routines is as much the employER's fault as the emp…
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Hi Nevada HR Simplified method or chart for tracking intermittent FMLA? If you can't track in your payroll program, why not set up an Excel Spreadsheet with your information?
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Hi marc - yep, it's been awhile since I've had any time to look at the site, let alone post. x:-)
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Hi KDSPA I'm curious, what would a suspension accomplish? If the employee has had their license suspended, they can't drive until they get it back. If the employee has too many driving violations, why would your company want them to drive THEIR v…
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Hi Aliciac If you're in pre-negotiations with a union, then talk to the attorney your company has hired to work on the union issue and raise your concerns. That said, in my experience, unions don't much like drug testing - so even though they will…
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Hi Carolsmith - could you give us some more information regarding the controller? I have to say that I'm not a knee-jerk Severance Package believer. What situation does your company find itself in?
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HRCathy - stand your ground. Don't give him his job back. He didn't seek any accomodation prior to losing his job for peeing in the scrap pile. Frequent urnination doesn't give him the right to pee where ever he wants - if the issue was that stro…
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Welcome HRockets! More information please xpray
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I only provide the answer if the prospective new employer asks & I don't see a problem with providing a yes or no response to a rehire question. As to final pay, on most applications, employers ask start pay & final pay, so I just confirm w…
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I only provide date of hire, last date of employment, final position, final pay & to the question: "Would you rehire this employee?" I say: yes or no I don't provide any other information - as I wrote it in to our policies not too x;-)
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Sohappytobe - you go girl! The only thing that would have held me back is whether or not I had another job lined up - but once that dilemma was solved - slap me on the behind, I'm done. You were never the HR Director. A good CEO wants HR to focus…
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Leslie - did your friend tell you the perspective of the incident from the male supervisor?