pork1
About
- Username
- pork1
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Yes, and I am stilldazed, too. Obviously, the claimant told the truth the first time around and now the company wants to withold the truth or facts in the matter. Whoa Nellie, this mule don't run backwards, very well! Oviously, some one has not b…
-
SHADOWFAX: Senior moments are authorized on this forum. We only kill on the Barn floor, when we are doing a C-section on a sow that has gone lame and not prime for market just to save the "piglets". Nothing wrong with the meat and locals charitie…
-
DONICEK: Yes, broken bones can very well be an FMLA situation, as well as a W/C issue. Our company does not run them concurrently, however, we could simply by having our company policy stipulate that is our method of operation. You need only to n…
-
additionall, a good moving plan which will allow for the operating systems to be in place and fully operational to satisfaction before you pull the plug on the ole location. With this also comes a phase of relocation by departments, some can move e…
-
ANNGEE: Security of company property is a very real situation. If either of these employees is a labor/wage nonexempt FLSA person you just might be giving them an additional job of security of the company vehicle. Which means you need legal advic…
-
OWENLADY: This is one of those places where management judgment comes to bear. While it must be an occurrance, as specified by your policy, it will always be given room for management decision to address the issue in a positive manner. You proba…
-
So now you can terminate as a "voluntary quit". More importantly, I would seriously look at my company policy for termination and progressive discipline and train, accordingly. It is evident to me that HR is positioned as the time card and attenda…
-
HRPAGER: We have a personal leave of absence which may be requested for any reason usually in connection with application for FMLA which fails to qualify. We allow, in concert with our medical plan, for anyone to take up to 6 weeks for any purpose…
-
Martin: I recommend you contact your local DOL wage and hour persons for their advice on the "voluntary" and "staff" doing the very same function or task; one you pay as staff and one you do not pay as a "voluntary worker". I would bet they will t…
-
SANDEE: You should refer to your company policy on this issue. We pay the difference between the fee paid by the court system and what the exempt salaried employee would otherwise receive. Catch here is they must turn in their fee paid by the cour…
-
Anne: I agree with Popeye. I try to orient my interview as the HR to become very close to each interviewee as the insider that must become the umsbudsman for the candidate. If my sense is that they are not free and open with me then I push furthe…
-
AZHR: You should refer them to your employee handbook, where it should be laid out for all to see that your benefits are awarded to full time employees who work "xx" number of hours a week. I have previously been advised by wage and hour auditors …
-
JOYCEL:An ee has to understand "The company can not agree to her position that she is not asking for OT"! To do so and fail to compensate her for all hours worked would put the company in violation of the Federal Law. It will be that type of emplo…
-
SAMATHIAQ: What we have done for years is take the suspension step, but then suspend the suspension and make her work. By doing so the discipline step of a two day suspension has taken place, but due to business necessity the individual was requir…
-
DYNAMITE9551: EMPLOYEES WHO RESIGN OR ARE TERMINATED FOR CAUSE, DO NOT COLLECT UI CHARGED TO OUR HISTORY. We fight everyone of them and have won all, so far. Medical Disqualification is the one area we do not fight, but attempt the commission to p…
-
LYNNBRECK: Our policy does not try and deal with any point system. Our policy tells the employee that excessive absent or tardy situation which hinders the operation of the work unit, then we will move to our discipline system, which will set atte…
-
Leslie: First you need to identify to us is the employee salaried exempt or salaried non-exempt. If he/she is salaried exempt there is nothing to do, the weekly pay check will handle the holiday. If non-exempt you must go to your company policy a…
-
Most sound advise I have seen on the forum for several years. A "need to know" is strong protection for the management chain. If they have a need to know the birthdate of the department personnel then publish it for them, if they do not have the S…
-
Ditto, and you might be surprized that they don't have any, but the illegals, I know use these documents as proof of who they really are. PORK
-
Yes you can ask, but be careful of remarks after the fact. I once had an employer "President" make the statement to me: Well with your military retired pay, we can get you for half pay, right? Having any altery motives for asking is not wise, so d…
-
I, too, have followed Don's exact path and ended with a termination which held up in an un-employment hearing. The documents present the case "in fact" and the hearing officer should be put out with the x-employees abuse of the employment systems a…
-
Ditto, we have used this company for 5 years and are very happy with their services and support of our compliant needs. We also do MVRs on all drivers of fleet vehicles for risk management and insurance coverage of the fleet. The MVRs are done on …
-
DCHR9203: We have given 3% increases as a department average for the last three years. Which means the department decides the level of increase based on performance and all employees in the department are considered and awarded based on performanc…
-
DJ: We have a uniform program and the company pays the set-up cost and 50% of the weekly leasing charge. Cost to employee about $5.00 per week. Be careful of the pitch by the leasing company of the replacement of garments which become damaged. I…
-
KYMM: Great question, in our FMLA letter we figure out the date on which the employee must be healed and fully released by his/her physician and let the employee know that seperation of employee/employer relationship will happen on that date. I ag…
-
I also concur with Don's approach and your point on FMLA considerations is also important. There well maybe a medical issue that must be addressed before termination. PORK
-
HRMAIDEN: Yes, we do have a policy in place; however, it is I that has a vision of the individual and believe that he may or may not be one of our previous employees but I can not remember what his name was previously and I have gone over our SSN r…
-
INELSON: My company is the test company for an on-line SSA number, name. birthday, and gender verification system for employers and SSA. I do not check for a match until a job offer has been made and the individual accepts. At our remote sites, t…
-
HRratrace: The logic is the person is using his or her personal time for company business. We pay for the time spent undergoing this company requirement and we pay for the complete physical. Now we have several Class A licensed truck drivers, w…
-
HUNTER1: Please fo not also forget in our self-funded medical plans the $30,000.00 spent for abusive activities is also $30,000.00 spent and paid for by all other paid members of the plan. We try our best to cut down on cost, but all to often we f…