mwild31
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[font size="1" color="#FF0000"]LAST EDITED ON 08-14-03 AT 10:37AM (CST)[/font][p]I just want to say - that unlike some of the respondants since my last post - I did find the comment from HS offensive. Mainly because I viewed it as not furthering th…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-13-03 AT 04:17PM (CST)[/font][p]HS - You know what - your comment on my posting is way off base - I'm responding with my opinion on the post - that's it - not the discussion of the issue on the forum.…
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I respectively disagree with Don D. and his analogies. I firmly believe that work should be about work and if something is posted in a cubicle or some other public work place and it stops people from working for a long period of time to vent, discu…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-12-03 AT 05:06PM (CST)[/font][p]Just to clarify my point, my reply was in relation to the "God" issue and only partially to the "bite my ass" part. When I talk about 'sensitivity' I specifically mean…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-13-03 AT 05:21PM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 08-12-03 AT 04:25 PM (CST)[/font] I'm hugely offended by the card - why? Because it's stupid, it's not funny, and it's p…
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I've done testing in our company and it was in regards to job knowledge. We informed everyone involved that you had to receive a 70% score in order to pass. Here's a few of the things we did: 1. We announced the test and performed 1 hour trainin…
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What's your industry? It sounds as though you are implementing this for the first time, so I assume that this rule will apply to new hires as well as current employees. What's the business reason for doing the testing? What is your minority mix? …
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NST - your question is a little vague - could you provide some details as to the type of industry you are in, which applicants will be tested, what you would like the testing to demonstrate....???
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Hi - there's a lot of information on I9's in past forum discussions. I would use the forum's search tool for the answers.
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">No, I didn't make a formal presentation. I did however bring up the >issue in a management meeting and showed a copy of the memo I sent to >the ees (I had already consulted with HR Dir. & company attys before >starting the proje…
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I wonder, did you present a proposal/action plan to management that outlined consequences and legal ramifications BEFORE you began implementation? It's not enough to have quick meetings or chatting with someone for 10-15 minutes with a quick head n…
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If vacation or sick policies allow, can you deduct from their balances (in effect put them in the 'hole' 16 hours)?
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Actually it's 50 or more employees and 50k or more in government contracts. source: [url]http://www.dol.gov/esa/regs/compliance/ofccp/aa.htm[/url] I agree with the other post - skip affirmative action and go with equal opportunity employer & …
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Parabeagle is right on the money... I firmly decided to give out sweatshirts! x:D
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I can't help cracking up about your post - we did the exact same thing with a leatherman knife - also for a safety bonus. The amount of joking around that happened when we gave it out is something I'll never forget - we all could not stop laughin…
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Okay - this sounds a little harsh - but I have two reasons why I wouldn't send a letter unless I received the request from the employee: 1. I have better things to do than compose a letter, unnecessarily, to someone who has been terminated. When …
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Document what happened. Send information about benefits - only. When the unemployment paperwork arrives - fill it out stating the reason for termination & be prepared to appeal if necessary. In WA, you have to provide a letter if the employee…
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I agree with cebudragonlady - stick to the original reason.
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[font size="1" color="#FF0000"]LAST EDITED ON 08-08-03 AT 03:42PM (CST)[/font][p]I don't recommend bi-monthly - I recommend bi-weekly with payday's on Friday. The problem I ran into when I worked for a company that had a bi-monthly system was too m…
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We pay our folks every 2 weeks. I work at a manufacturing company with about 108 employees. As to time tickets, our receptionist types in the information on a daily basis - if there are errors or inconsistencies, she contacts the lead/manager - oth…
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SURPRISE! I completely agree with Don D. this time. Go and speak with the company attorney and voice your concerns.
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[font size="1" color="#FF0000"]LAST EDITED ON 08-07-03 AT 10:38AM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 08-06-03 AT 07:28 PM (CST)[/font] I've been in your situation. Try this with the manager, 'how do you expect the next pe…
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The subtle approach is not normally my style - I'm usually very direct. With that said, rather than dropping hints and literature on their desks/emails/in-boxes - I would have their supervisor talk to the individuals and ask them to dress appropria…
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Balloonman is right on target - it is illegal and stop immediately. x:-)
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I too do this all the time. In some cases I state what we as the company will endorse and others I just simply include the pamphlets, etc. from the state or agency. I do usually keep it to taxes, legal happenings as it relates to the company and/o…
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Hi Rockie This is a tough situation. What is the job market like in your area, i.e. are there talented trained professionals looking for a job or is there a 'drought of talent'? Knowing this could help you to make your decision. I'm not a big fa…
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Thanks Don D. for always adding an alternative.
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Hi Ms Shepard: In Washington State this type of question could be routed to the Washington State Department of Labor and Industries, Employment Standards Office. Do you have something similar for D.C.? I would contact them for the answer.
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x:-) Happy to help!
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hi ray - we don't have state taxes (yipee!!!)