pork1
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[font size="1" color="#FF0000"]LAST EDITED ON 04-13-05 AT 01:40PM (CST)[/font][br][br]CRM: Now that we have that information, What are the mental and technical experiences that are now going to be changed in order to reach the level of decision mak…
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CRM: HOW IS THE SUPERVISOR position presently classified. The up grade to Manager from an EXEMPT classified situation should not be a difficult issue unless the supervisor position is not truly EXEMPT? PORK
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HRH: Severence for a "voluntary quit", I have never and would never recommend any money for this person beyond company policy of "buy out" of accured vacation days or hours. For a really good employee that might provide some factual training of a …
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SONNY: They always make me "mad a tory" and for those who get caught for the illegal use of controlled substance, we make it mandatory for the consideration of any chance for re-hire action. For others that seek our help we assist them in getting …
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I concur with Don, but you know the first thing that popped in my mind was this manager's hidden agenda. It smells like "HOG POOP" to me! This manager is not very smart, to leave his office vault unlocked, then to give the keys to a particular emp…
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CROUT: I should have put clearer words in my last post, but I except the below words as important, however, often I find duplicate copies and NCR copies in the personnel file that would not need to be recopyed and sent to the attorney. I wish th…
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CROUT: Based on a court order to provide employee files, we do not charge anything. I would not want to be in contempt of the court. However, I would go through the personnel file and pull out the documents that may have gotten placed in the file…
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small school, az: Welcome to the forum. Time keeping and official record keeping is required by law. The law does not dictate how to get clear good records, it just simply must be done. If I need special markers for an employee that did not read…
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NJJEL: I recommend you put her on an hourly rate of pay based on her "Rainmaking abilities" that might be $200.00 bucks an hour or more or less. Your concern here should be the benefit package that you might offer or not offer, because she will no…
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hrockets: I would recommend a "brain storming" session with your managers on this very topic. Break them down into two or three man teams and have them identify the problem/issues/concerns, etc. It will take you more than an hour possibly two or …
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HMPL: Welcome to the forum. Our dispatchers are also Class A drivers and are subject to the driving condition thus they are also included in the random testing group. I have three other drivers that are employed elsewhere with Class A license, we…
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NJJEL: The one was the only one that sought W/C and it took almost three weeks to test and get information back that the air was not a part of the issue. She was well and back to work before the test results were completed. The other two got sick …
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NJJEL: YES, I advise that your company should err on the side of the employee. We did and we were glad for it. Contract with a licensed company to come in and take air samples and prove to the organization that there is or is not something wrong …
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NJJEL: Yes, up to 5 days to these employees if the company were not able to restore the environment to a satisfactory state in these five days. However, be real, I would have to sit on my "butt" and do nothing to clear the air for that to happen. …
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NJJEL: Since it is the companies' responsibility to maintain a safe and healthy environment under the "General Duty Clause" of OSHA, we would treat these workers as a W/C case. They would be on the clock, if one could have otherwised assumed to be …
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C WILSON: Like TN HR, I too would have a concern for the "why?" There would be nothing wrong in asking each if there is any reason why they would or would not be agreeable to a drug/alcohol screening test, let them know that there is a requirment …
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STRETCHED2THIN: Your name tells worlds about your world of work! WELCOME TO THE FORUM FROM ALL OF US! In your shoes, I would sit down with my boss and tell him of my concerns for control of the recruitment process and that your opinion might be v…
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PICKS: And what is your role in this issue? What is your standing with the owner/perpretator? Do you have the liberty of discussing this situation with him in an open forum or in any capacity to educate him as to the company and his personal liab…
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LINDAS: This story leads me to ask, I drank from a coke bottle yesterday and it was half full when I left; this morning I notice it was gone, thought maybe the cleaning crew threw it away. Now, I find out someone has taken my drink bottle to this …
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SUE2: The basis for this issue lies in the EXEMPT category of the FLSA. Normally, a chain of "responsibility and authority" is associated with the EXEMPT category of EXECUTIVES. The supervison and control of two or more personal within a minimum …
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HRCALICO: OK, then it appears that your situation could go with either a Temporary hire and "lay off"/"termination" or possibly, "contract labor", which depends on how often they are gainfully employed and assigned work to be done. Our Contract l…
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HRCALICO: Is there an alien, foreign national issue here or are these seasonal employees US Citizens? If there is a work permit involved you will need to reverify that it remains current! PORK
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DON: The Federal Government contracts for "locked Down" buildings will also have the legal immigrant and/or a US Citizen doing the work. The situations are not at all the same. The contractor would be required to show proof of not being in violat…
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TN HR: Had they not locked down the cleaning crew, they would not have had the visibility that they had and the Feds would not have had the strength of case to say, "Hey not us, they belong to the contractor". This was their initial defense and th…
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DON: I have been watching this thing unfold with interest, the one aspect that makes this I-9 issue a Wal-Mart concern was the fact of "locking the contractor down", the purpose of which was to "control shrinkage". That act made them closer to the…
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MB1004: Two months to let the air clear and the stress to lessen, your number #1 priority is to find a replacement receptionist. You should not worry about an evaluation from the General Manager, even if it is less than outstanding it is not a term…
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LINDA: As I read your post and the responses above, I was agreeing and still do, but then I put my self in this man's shoes and wondered: just how safe is this supervisor's "world of work"? Are there lots of dangerous machines, fast moving forklif…
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But NJJEL "few and far between" might have been that "diamond in the ruff" that with a little jeweler's rouge of technical support and development could be another super star like you. I was taught and learned long ago that when reviewing resume/ap…
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NJJEL: I really dislike it when a person who is otherwise qualified to be your next hire that the company would choose not to allow a person to interview and be offered the position with the salary to which you will offer to your most qualified can…
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HRCALICO: The biggest concern the company will experience is the availability of anyone to work the OT hours. At first they will be available but after a few weeks most will find other vocational things to do with their time for pay with or withou…