pork1
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I concurr with both of the above; if you go contract then make it as detailed as possible to make sure NLRB can not tie their actions to your companies actions. I really like the passing out of their pay checks, a phase I did not have when last att…
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DoubleR: I have never run with a written agreement or contract with a temporary staffing agency. Several have pushed for same, however, I learned a long time ago that the best position in dealing with these types of temporary employees is from a "…
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jeanj: I would follow whatever procedure you have hooked up for the non-exempt ee. We do that exactly but it is accomplished manually instead of the computer kicking out the correct answer. It is true that if in place for the non-ee you can deduc…
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CATBERT: Unless your company published policy talks to conduct un-becoming an employee of XZY company, you would best be served to stay in the line of discussions on appropriate conduct and the example last Sat. night was way outside of the bounds.…
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Miriam George: We are strictly "pay for performance"! We did away with cost of living increases or annual % increases. If one wants an increase in our company in any position one had better be producing a product or service worthy of the amount b…
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DFOX: You must be getting direct responses for I am surprised at the lack of interest to this post. I will e-mail you what I have. I started with a base line of employees on-board as of Dec 31, 2004 and progressivily have been applying turnover i…
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MANYHATS: TERMINATE and move on.
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BALLOONMAN: Before jumping to a mandated law that requires testing one should know that you have a hearing protection work area in which "hearing protection is required" thus a base line of the ee's hearing is required to determine when an employee…
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BALLOONMAN: We have seven (7) a year! Richard
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KYMM: Of course you will have him remove his "laptop" from the work site immediately. You can then exercise your right as an imployer to advise the individual of his wrong doing. The PORN, LIKE ALCOHOL, would be treated with the full strength of …
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ANAFL: I have found professional networking and advertisements in professional magazines to be most successful, but these are not free most of the time. Posting a job opening on the Forums to which we all participate could be a real good hit. How…
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I concur on everything except that it should not be you that is having this dialogue and demonstration of a solid list of expectations as demonstrated by her specific behaviors. This is not the problem or issue of the HR, but that of her boss, an o…
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TMORR: Welcome to the HRhero forum; here you will find a vast amount of experience and advice, which you can pick and choose or use all of the postings to your concerns. I, like the rest of our HR brethen that have responded, believe you can not u…
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ATRIMBLE: I have lived for six years in my present company with the GM, Accounting Manager, and the Production Manager not members of this organization. We have not missssssed a beat; put your concerns aside and deal with it. It is, obviously, no…
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Open1: Give us an e-mail address and a FAX number and you will get what I an others can provide. Your words on the subject are as good as anything we might have, but that is your call and not ours. PORK
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HRH: No pay due! PORK
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Very well stated as a professional HR. The company is my life and best friend; all of its parts are my equal friends non-are-treated differently. My loyality is to the whole corporate body and not just to each individual or group parts. Our world…
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ED C: The Hrhero 12 Danger Zones for Supervisors has just hit the streets and I am reviewing it for up-grade of my "10 Zones" training program. Unit # 5 in the up-dated version is specificly designed to present the subject in good detail. i use t…
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One way to have your cake and eat it too, is to use a "Bi-annual lump sum payment for the years of service factor" and pay the weekly rate at the level that your company deems appropriate. Many a company pays a lump sum increase to senior employees…
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Gene: You have once again shown true class and professionalism with this post. I for one was enjoying both professional forums, but your new one is so changed that I have not been able to find time to even enter with known sucess, but then credit …
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SACASTRO: Your company owes money to this individual, make the manager figure out what hours the individual is admitting to and give that to payroll. Cut the check and mail it by "return receipt required". Uncle SAM and his spouse (STATE SAMMIE)…
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I concur! The HR is the "confidential hot-line server" for our company. I am by policy the "HOT-LINE administrator". My reputation in this company is solid, and I receive all sorts of tips and always take some sort of action on each. Even into t…
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CLACKY: "Internal loyality" is gone with this employee. We accept the individuals decision and normally accept the decision and send them packing immediately, with arrangements for the individual to come back in this after hours date to pack their…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-21-05 AT 03:27PM (CST)[/font][br][br]We would and if there is a safety risk involved with the ees travels to get to the location we would press the ee to make other arrangements for transportation to …
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LARRYC: What we are writing about is consistency of application of company values and important issues. Giving someone that is guilty of a high valued safety risk item, for which these high value issues are limited in number, we stick with the com…
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RAINBOW: We would terminate his employment we have a zero tolerance for alcohol and drug abuse. PORK
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>You identified one of the problems that I had at >my last company, the reviews are tied to >anniversary date, so they are coming all the >time. How we corrected this, and it really did >make a huge difference, we did a 90 da…
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GANG: I have fought this battle for so long and tried ever method mentioned above. The CEO/GM is the answer, the company management team will do what the BOSS checks. I love the present Boss of this company, but he has not given a written review …
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WILDSPORTY: I will send you mind, it has 22 years of use and a few changes in 5 different companies with 5 different legal reviews by each of the 5 retained attorneys with each company. It has worked well for us and you are welcome to it. I have t…
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SHANSAN: Your visit with your attorney should and most likely opened your eyes to the reality of the situation. I bet you were disappointed in what he had to say. Unless you have specific situation, dates, time, supporting documents, and others w…