njjel
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Actually my assistant is very open with me. if it weren't for her I wouldn't even know they offered this to her. We have a great working relationship. it's just upper management that needs help. HA
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well apparently they are! Maybe they want to dump me and put her in my place (cheaper). Who knows? One male and one female.
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Yes, my bosses emailed her directly and stated if she would take the course they would pay for it. Then verbally one of the bosses advised her she could work a couple hours at work on the course. Grrrrrrrrrrrr
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Lisa - Heck no! One doesn't question the VP here! That's a big part of my dilemma! I am SO angry with them (there are two) that I could just spit. However if I go to them and question them, I'm thinking I will get slammed.
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Well guess what else I discovered? My boss (the one who approved the course for her) told my assistant that she could take a couple of hours of work time to do course work!!!!!!!!!!!!!!
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Yes, first I need to work up the nerve to apprach them! If you don't heard from me I've gone to HR heaven!!
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thanks for the input all!
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[font size="1" color="#FF0000"]LAST EDITED ON 09-12-07 AT 09:56AM (CST)[/font][br][br]HR dilema - Oh, I have absolutely NO problem with my assistant taking courses at all. It is the manner in which is was handled by my superiors that is at issue he…
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OK. And how do you all think I should approach them? Any ideas? the only reason I found out they had made her this offer was that she, to her credit, advised me of it.
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Because knowing them, they would see my inquiry in a different light - like who am I to question something they have done. I don't feel it would help my career here to do that! What would you all do in this situation? I'm thinking just ignore the…
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Actually they emailed her and asked her if she would be interested in taking the course and if so the company would pay for it. (We do NOT pay for training like this for other staff.) I have sent her to many single day trainings and next year was …
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Any other NJ people please chime in with your knowledge as well.
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However is it LEGAL to give weight to arrests and convictions even it was a long time ago? I thought I read somewhere in my travels in HR that one could not give weight to that???
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Yes, that is what we have. We accrue time off each pay and if an ee uses all their accrued time then if they are hourly their pay is docked. Typically we don't have exempts using all of their accrued time but it has just recently happened. I feel…
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I'm thinking that the very fact that we have a certain number of PTO days speaks for itself that when you have no more days you get no more pay. Kind of like a common sense type of thing. Thanks for the info. Anyone else see this any other way - …
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We don't have a written policy but if hourly ee's use all their accrued time they get docked. I also didn't see it anywhere in the reg that said it had to be a written policy. Did i miss something?
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OK so if an exempt ee uses all their accrued time and are out for a full day, we can not pay them for that day correct?
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Can you direct me to where that is stated please?
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You can sure try another post elsewhere but I got good response from my question on the same topic here. good luck!
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Yes, you could deny COBRA but it doesn't cost you anything to allow her to elect it. Seems like she has waayyyy too many problems w/o having health insurance on top of it, but then I'm an old softie!
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OK so if I just follow the new form we should be ok. thanks.
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That's it? Goodness I thought it was a lot more than just that. Thanks!
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Linda i agree with your 4th paragraph. When she "flipped out" (staring into space, not responding to anyone, hands shaking), her co-worked told her to go home that she needed a rest. The following day upper management called her and she told them…
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No, it was not a scheduled vacation.
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She now claims that she didn't see a doctor for her mental state during the 2 weeks "vacation". That she only saw her OBGYN for her annual check up. She was sent home because she was so unable to work as she seemed upset.
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What about the 1250 hours? Do they or do they not have to meet that requirement again?
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I haven't seen that as yet. If others have, could you please respond?
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To answer your question - there is no harm in having a rep present. What the issue was was that there was no rep available at the time we chose to terminate the probationary employee and we wanted to go forward with it, but then she invoked the Wei…
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OK. So we would be ok in the future for termination during probationary period to terminate them without having to have a rep or officer present? Do we all agree on that?