mwild31
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[font size="1" color="#FF0000"]LAST EDITED ON 10-27-03 AT 06:33PM (CST)[/font][p]Thanks Dr. Steve - as always an interesting perspective. I don't believe in ergonomics - I don't think one can regulate a one-size fits all type of regulation, howev…
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Hi Dr. Steve How much of "The second option in small company wellness programs that I see is an ergonomics assessment, and aggressive ergonomics training." is an wellness program option & how much is regulated by your state?
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Just some thoughts: Contact the local and largest hospital in your area - they may have a wellness department already established & you can receive information from them. We have 110 employees and quite frankly - we can't afford a wellness pro…
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Hi Lola815 - Here's our vacation benefit breakdown: 1 year = 1 week of vacation 3 years = 2 weeks of vacation 5 years = 3 weeks of vacation Any employee that has been with the company for 5 years or more, may cash out one week of vacation. It's s…
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For some this is awkward and for others it's not - it sounds like you fall into the first category (I do as well). When I used to have to put this information together for the CEO - I would do so in a report format - this way my name just appeared …
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If this is true from the article Dr. Steve linked us to: "The arrests stemmed from two prior investigations by federal immigration officials involving contractors and Wal-Mart stores, one in 1998 and another in 2001, law enforcement officials said.…
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I finally saw the article on MSN. I think Wal-Mart is in dire need of the Forum! We've discussed this same issue so much - I don't think any of us would be in their position. Maybe as a good joke - we should all chip in & buy a subscription t…
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I'm not aware of the story - could you give me some more information so I can research the issue? Online of course x0:)
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[font size="1" color="#FF0000"]LAST EDITED ON 10-23-03 AT 05:45PM (CST)[/font][p]I agree with Popeye. The scenario you describe gets no where fast without a sit down and all parties are involved. When I'm faced with the situation you describe, I u…
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Hi djacobs475 - here's what I would do in your situation - I would not only polish up my resume - I would start actively looking for a new position. It always makes me nervous when employers hire an HR type and have less than 75 people - especiall…
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Pork my friend - we disagree. Online is the preferred method for many professionals & companies as even the government is getting stingy with paper. On all other points - I'm with you brother! EAT MORE PORK!!
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[font size="1" color="#FF0000"]LAST EDITED ON 10-22-03 AT 06:25PM (CST)[/font][p]All of the advice already given is excellent - I would just add a couple of points: 1. Don't list your graduation dates on your resume or application (I'm sure you do…
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I'm with Marc on this one. I just don't believe in comp. time for exempt employees - it becomes way too murky. I'm exempt - have been for 10 years (5 more if you count my time in the military) & working more or less hours simply goes with the …
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Parabeagle isn't here to give real life experiences in Oregon - but here's some research on the topic from the Oregon Employment Department: "(4) Good cause for voluntarily leaving work under ORS 657.176(2)(c) is such that a reasonable and prudent …
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Holy smokes! I wrote my comment below without thinking of the most obvious - I should have my HR hat revoked! Here's the obvious - have you thought about scheduling a meeting with the supervisor in question & outlining the complaints from pers…
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Formal complaints? Who would they make their formal complaints to - you, the owner or an outside agency? If they make them to you, then take down their complaints, let them know that the only way something can be done is if you talk to the owner…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-22-03 AT 07:08PM (CST)[/font][p]Hi Leslie - I have a question - would the police use the same standard? Let's say the prescription drugs were in the possession of this employee (person) & the p…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-22-03 AT 02:00PM (CST)[/font][p]Thank you DJ - I have had much luck with the case by case basis. x:-) I've also had luck with receiving denial of a claim because the employee aggravated their pre-ex…
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hunter1 - I think it's a gray issue in w/c circles - including WA state where the w/c very much favors the employee. It's been my experience, in WA state, that it can be denied & does not expose the employer to w/c.
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Hi psrcello - I would be interested in learning more about the legal advice you received regarding if providing light duty to worker comp. cases - a company is then on the hook for non-worker comp. cases - if you or anyone on the forum has this info…
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I have to say, I agree with Marc. It sounds, from your post, that your company investigated the allegation & found enough merit to take the action of moving the offending employee to another position without supervisory responsibilties & …
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I agree with the above posts - call the agency.
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Hi Franfields - are we sure the exempt employee is really exempt? If the employee has used up all of their paid time off - I'm unclear as to how this is a problem - unless they themselves are asking for unpaid time. Just out of curiousity - do you…
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I would love to know the state that would allow you to not pay overtime if the employee shows it on their time ticket - the short answer is, yes, you have to pay them overtime if it's on their time ticket. The only way to avoid OT, is to tell the e…
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Okay - there's probably more information that we will all need to provide you with some answers - so wait for the slew of responses before taking any action. For me, just responding to your post & not delving into any more specifics - if you …
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Okay - to put a spin on the logic here - because I see this as a voluntary deduction - by accomodating the employee on this request - what's to stop other requests? Does the employee ask if they can have their mortgage/rent automatically deducted -…
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Hi - I've only ever done court orders - not voluntary deductions. In my mind, this is a voluntary deduction & I wouldn't do it. The employee may be able to work it out with her bank & the state for some type of electronic fund transfer - I…
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Hi Marc - it sounds more complicated in the retelling than in practice. We are a production company - so we know our production capacity levels at least 6 weeks in advance, since we've been in business for over 25 years - we have a definite history…
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Well, if your CEO wants to implement the idea & it's not open for discussion - then it looks like your company will have to move to full week vacation requests. And, I would phrase it that way with the employees. Of course any time there is a …
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"Whereas, if you had a correct address and the wrong phone number, you could physically send someone out to contact the family." You're absolutely right in that case and it makes a strong argument for having both the phone number & the physical…