mwild31
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Csummers - hmmm, is your question really how do we calculate our employees retention rate and then show it on paper?
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I agree with Don. Usually, I like to avoid UI costs at all costs - however, since your company initiated the termination - you must have already known the potential risk for UI and decided to go forward so I would follow that plan.
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Maybe you can guess my response x:-) as I seem to gravitate towards the business side of HR than others, I'm for the side that says - if it's affecting business in a negative way then something has to be done. My response would be different if it w…
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Whew! I'm sure you also check each person before they leave for pens, pencils, paperclips, staples and post-its. x;-) I agree that stealing is stealing, but even in the real world there is a balance between the infraction/crime and the cost of pur…
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Hi sohappytobe - It is as I feared - there are issues you're concerned about within the company. As to the 90-day eval - keep it in place. Tell your company that you networked the issue (the forum) with other HR professionals & they strongly a…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-31-03 AT 05:31PM (CST)[/font][p]There's nothing in the laws (in my experience) that say you have to do evaluations - verbal or written - unless it's in your company handbook. If it is - make sure to …
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Well it seems to me that another issue here is acceptance of a 6-week notice to begin with. If the notice is accepted and it's 6-weeks - and you let go sooner - I still think you can be on the hook for UI costs. However, if your policy or at least…
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We do so only to avoid UI costs if we don't want the EE around anymore. Whether it's 2 weeks or 6 weeks notice - if you let her go before the notice is up - it becomes a termination & probably (call your state UI office) allowable with UI.
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[font size="1" color="#FF0000"]LAST EDITED ON 11-10-03 AT 06:55PM (CST)[/font][p]Now I know why the attorney's did not respond, they are offering an audio class hosted by DEBRA AUERBACH CLEPHANE, an attorney with the law firm of Vercruysse Murray &a…
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No worries about getting involved - there seems to be some confusion - so again - forum legal eagles - can you help us solve this riddle?
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Pork - you're a poet and don't know it.
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No problem HRsage - everyone means well & we are all just trying our best. At the risk of furthering the discord though, I do want to throw in another couple of sentences that have also caught my eye: "The terms Resident Alien Card, Permanent …
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“GREEN CARDS” I'm printing this right off of the federal website: [url]http://www.bcis.gov/graphics/howdoi/faqeev.htm[/url] The terms Resident Alien Card, Permanent Resident Card, Alien Registration Receipt Card, and Form I-551 all refer to docume…
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Hi durasupreme - I agree - it will likely come back on your shoulders. Have your w/c insurer investigate - put this employee on administrative duty - anything that won't hurt his back & wait for the verdict. You can always terminate - but it w…
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First, how much does this suck: "I have an employee we just let go. It turns out he was going to give notice tomorrow, he informed us of this." This is one of those Homer Simpson moments #-o - I've been here before and wished I could have turned ba…
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As far as social gatherings - parties and the like - we don't have separate functions for separate groups - and what a bunch of nonsense to do otherwise. I don't care if it's a manufacturing environment, a retail environment or a professional one -…
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Wow - I seem to be the only one here that has a 1 day policy. If an employee doesn't call in or show up for 1 day - I term. I agree with the other posters - let this person go - I'm sure you have set policies for calling in absences and even for…
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Man - this is the kind of touchy-feely-let's-monitor-the-playground-stuff I hate about HR - personal issues being brought into the workplace. That being said, at my company each department takes care of their own birthday celebrations. For the a…
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I don't know much about the public sector, but I wonder couldn't you also ask that all solicitations be routed through one office for pre-authorization? If any solicitation falls outside of that policy - then they are politely asked to leave & …
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Deez - just use g. neil as a source for ideas - not to actually buy anything from. x:-) I have six-part plain folders I use for the personnel and 401k files. I use plain manila files for the medical files & the same for the safety files.
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Rockie - did your legal counsel seriously give you that advice? I'm all for following the law - when there is one - what law did they cite in your instance? What protected right was the male employee missing out on? I know you're just following t…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-29-03 AT 01:50PM (CST)[/font][p]"Right or wrong, we all tend to gravitate toward those we feel comfortable with or who most resemble us. Someone considered radical will not fit in with the suits and t…
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Not true my friend - in India and in other other countries - earrings are worn for religious identity. And by the way boys - when women make as much as men, then we can talk about equality and the need for men, in order to be truly equal to women, …
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Hi Vicky - I've been in a similar position - so I think I can relate. Your client wants to hire a man with earrings in both ears - but doesn't want the person to wear the earrings while working for the client - am I correct in assuming that the cli…
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Okay, my friend, I'm going to rant a little, so don't take it personally. Who's in charge - management or the employee? If it's management x;-) have the supervisor (or if you get the unlucky job) talk to the employee & spell out where the smok…
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Don - I'm so glad your back xhugs - yes my skeptics hat is on - still on to tell you the truth.
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So, NA is this your first experience with union organization on one of your sites? What were you thinking was the best approach - other than this forum - where are you seeking your answers from?
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In Washington State, a bill collector can only call once a day at a person's place of employment - they can't call at all after the employee sends them a written letter requesting they stop. I wish it was a situation where you (HR) don't get involv…
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I agree with Crout - if the smoker is following policy - then it's a done deal. However, just as you would talk with a person who has strong BO issues, I would address the concerns in the same manner with the smoker. Instead of the counseling rega…
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Hi Maggie - I'm unclear - how is this not FMLA? Is it size of your company?