mwild31
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Awesome! Happy to help. One last thing, you may want to review your policies on Violence in the Workplace. In ours, it talks about how even threatening violence is prohibited. During the write-up meeting I would provide the fellow with a copy of…
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:-? How is it that the employee who did the threatening is adamantly denying he did anything and yet the manager felt the situation was big enough that she pulled the two together to talk about it and went further by interviewing other employees? I…
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"So now what do you do? Allow the transfer? Or deny it b/c he walked off the job in the middle of the day and is giving us an ultimatium? We won't really face any legal ramifications if we let him quit-just unemployment. But are we doing right by th…
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This information does help us to understand, but I still worry about the owner that doesn't want to hire an attorney. I think the advice above has been really good - only do what's been asked and complete the paperwork to the best of your ability (…
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Tell the owner, "You're going to lose and you're going to lose big." Let him/her know from us that it's incredibly dim-witted and completely irresponsible not to contact your attorney right now. An attorney will walk you through this process and h…
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I did a google search and really didn't find anything, but it wouldn't stop me from referrring this friend to an attorney. The thing about a charge as opposed to a conviction is that the company is walking a fine line between perception and reality…
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Hi pricehcs - it's basically outsourcing right? With the only difference in that there's some kind of an employment relationship that's created - a leasing arrangement of some sort...
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Sweeeet! :DD I hate terminating people for attendance issues. I hate listening to the excuses of folks that are habitually tardy. I think it could really free up some time for HR/Management and employees if we didn't have to think about attenda…
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Does your firm intend to contribute $1,250 for every employee that's newly eligible for health insurance coverage after the plan starts - or is it a one time good deal right now for folks that are already on the existing plan? Also, next year durin…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-15-04 AT 07:28PM (CST)[/font][br][br]The HSA is a new animal to be sure, but it's important to note that a HSA is money you set aside (save) to pay for health care costs and by doing so you get to rec…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-11-04 AT 08:34PM (CST)[/font][br][br]Okay, two things. It sounds like the child is covered by the mom under a HDHP and the mom has the opportunity to use an HSA to help pay for costs & reduce her…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-10-04 AT 06:29PM (CST)[/font][br][br]Here's an idea. Why don't you tape a note up on the outside of her mailbox with the following message: Anonymous playing card person: Stop. (Signed) HR. Ma…
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I agree with Don - in fact I just had a WC claim where the wife of the injured worker wrote his letter... Ideas - nope. For me, I think it would be a waste of time and money to continue to pursue this thing. Although, I like Ray's idea of hand wr…
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This is almost an exact posting to one that came up a couple of months ago. I would investigate the allegations and if after the investigation your results don't reach the same conclusions as what's stated in the letter then just file it & chal…
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Once you hire someone you can ask their age, marital status, whether they have kids, previous injuries, on and on and on. However, it's what you do with that information that's important. If there's an adverse employment action, look out, you're i…
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Can't ask it in Washington State.
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Yep - there are red flags. The main issue is age, but gender can definitely come into play as well. Your issue is how to overcome what appears from the post to be an arbitrary decision between two similarly situated employees (if they are similarl…
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"It's just plain unAmerican to not fight for the very people who are fighting for you. It's so unbelievable that some of us just don't get it. We are free because of those who are willing to protect our freedoms - a million miles from home, in the m…
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Hi newbie! Good advice all around, but I would add one other thing - no, I wouldn't stand up for the supervisors against the female dog - I would coach them to do it themselves. The perspective here is that they need to learn how to deal with diffi…
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LindaS - I feel your pain/frustration. For the past 2 months, I've been working on putting our new health care package in place. It's been the most difficult renewal I've ever experienced. From learning the differences between a HRA and a HSA to …
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Hi Ruskanen - I found this link that may be helpful: [url]http://www.dir.ca.gov/dlse/FAQ_Vacation.htm[/url]
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[font size="1" color="#FF0000"]LAST EDITED ON 09-03-04 AT 02:06PM (CST)[/font][br][br]Going back to the original post, “Because this is a safety issue, can we restrict this one employee? I would like to advise her that she must restrict her personal…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-03-04 AT 11:08AM (CST)[/font][br][br]How would the company prove that it wasn't retaliation - um, because it's not? How can a request or even a future write-up be retaliation? The company is asking …
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I completely agree with Ballonman. It's not retaliation if you're addressing an ongoing safety issue/concern. If you fired her for filing, if you demoted her for filing, if you created a hostile work environment for her for filing - then you're lo…
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Here's my system: Medical/Benefits files Personnel files (they're six-part folders) - personal stuff, applications, reviews, emergency contacts, etc. 401(k) files (a four-part folder) Worker comp. files. I-9 binder - one big binder for all, ar…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-18-04 AT 06:39PM (CST)[/font][br][br]First, I'm just a participant here, but since it's your first post, I wish you a warm welcome to the Forum! We are a diverse group of folks with lots of knowledge…
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Been there, done that with an ee. Right, wrong or indifferent, I told the ee that his job performance and that of his co-workers was suffering. I told him he qualifies for all of the federal and state protections, but they all require that he has …
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[font size="1" color="#FF0000"]LAST EDITED ON 08-13-04 AT 07:08PM (CST)[/font][br][br]Given how small the company is, I wouldn't advise her to get an attorney - she needs all the money she has right now. Instead I would advise to her to go and talk…
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This isn't directly related to your question, but it is something that could add to warning signs. I once went on a date with a guy and when we got around to the "what do you do" question he surprised me by saying that his job was to go and get hir…
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Maybe I'm too simple, but if the ee came to me & said, "I'm an alcoholic and I need to seek treatment" then I would allow the ee to seek treatment, as the ADA protections would come into play. However, given your post and the information you pr…