sonny
About
- Username
- sonny
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
That's a hoot! thanks.
-
We reimburse to state rate after course completion. . also must have a C. .we pay 50% of books. If employee leaves within 2 years of course completion they must pay us back. We have quit paying for masters d/t money. No more than 8 credit hours pe…
-
i agree with Cheryl. .forget the age and treat the same way you would any other employee.
-
Is this an ongoing situation or isolated? We are public sector and have a policy that says all outside employment must be reported and can not interfer with employment here. That having been said, I have no doubt there has been occasion that an empl…
-
This is not my strong suit but maybe you will hear from others. I would allow it or go for key employee, not request a deal. I thought key employee was hard to justify but I could be wrong. . . have never attmepted to use it.
-
I am sorry you feel that way . .
-
A police department without a CBA. . that would be nice!! I would check with your labor attorney. . my initial gut is that it's compensable but agree with Frank, this is a tricky area
-
Clarification please. . .we have a sick leave buy back program and it is taxed etc as regular wages. .is this to what you refer? Or am I missing that there is more that must be counted as wage for purpose of ie OT/pension etc.?
-
Cute. .thanks. .needed the laugh
-
A LONG time. .can you say retaliation suit? Just me. .
-
I would check with your City attorney or labor attorney. We have them on a couple vehicles but have yet to actually use them to monitor whereabouts although we keep talking about it. I think it is a good idea.
-
Yes we allow them and no we do not take any after precautions. .
-
We don't use them. . .no $.. . we have a good local network of other municipalities and access to a state wide survey of other governments. . Might be more beneficial in the private sector?
-
We just got a no cause ruling!!! Sure cost a lot of money tho. . frivilous crap. .
-
What Sharon said.. .we would most likely pay as long as it was factual as to the occurance. .
-
No expense. . we would post on our web page, government TV channel and BB for 5 days which is what we do internally. . . As I said, in our public, government world I do not need someone accusing of us of not opening the position to ALL who might be…
-
I probably would advertise. . maybe not real broadly but I would rather be safe than sorry. Word gets out and another good candidate says "She called her, why not me?" I do work for a municipality and we tend to be more cautious. .
-
With that additonal info, I agree with Nae. .
-
Agree with the others. .has she even been interviewed this time around?
-
Sending good luck your way. . let us know how you make out. .
-
Thank you both
-
Just curious as to the type of work whether neither can prove they worked?
-
I think David is on track as usual. . pay the severance lump sum and COBRA. We did this once but I didn't like it. . what is liability while still technically on your payroll? what if he gets injured etc. .
-
Agree with wbowen.. .better to use standardized.
-
I agree and also be sure to put your labor attorney in the loop, if you have one.
-
[QUOTE=Still Need Coffee;722013]I agree with ritaanz. Employees who are currently on a performance improvement plan are ineligible for raises/incentives at our company. Wait to see if she "gets with the program," then award the increase based on me…
-
I think Nae said it well.
-
Frank. . Yes
-
Ditto Dutch. .