sonny
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- sonny
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In the case of FMLA our policy allows the use of sick and vacation. . actually we would not allow unpaid leave if they had time on the books.
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[QUOTE=Dutch2;721658]Our policy has been to be open for business if at all possible and if we should be closed exempt empoyees will be paid - non-exempt employees would have to use Vacaiton time in order to be paid for the time the business was clos…
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would it be with or without pay?
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I would consider it. .what has your past practice been? How long have they been there? We have been giving one week's pay for every 2 years of service. PS Welcome. .
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Well isn't that dandy. . .seems like lately unless you embezzled a million you will get UE
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They would not qualify for FMLA but beyond that I would treat them as policy would dictate for any other employee. .
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Agree with the others. . we would spend our whole lives (well almost) if we intereviewed everyone. As David said we have critieria ie education, experience, license or certifications etc. Folks who are interviewed must meet all. We do require that…
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Agree with the others. .less said better.
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We are sending out a memo with pay checks.. want to be sure they understand this is NOT a raise and WILL go away.
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My eclectic tree which is really a sum of my life, family and friends. .
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Excellent Nae. .excellent
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Since they are physically at work, I would count it.
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The might want to develop a policy. .we a week pay for every two years of service in exchagne for a general release.
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I think the need for HR to be involved is going to depend on your organization. .I cringe at the thought (control issues?) of us not handling the input of raises, benefits changes etc.
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What is the size of the company. . I have not had experience with a FT EEO manager. .it is one of the many hats I wear and I would think the structure of the company would determine who the person reports to0
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Here it is a joint effort between finance and HR. . allows for more of a check and balance which may be more of a "deal" in public sector than private.
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Greata Monday morning smile maker. . thanks.
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As a supervisor it was "as needed". When they were promoted, they did recieve a nice increase HOWEVER it still wasn't as much as they had been pulling on OT. None of this, of course was brought to my attention until after they were promoted and bec…
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Sure they get more flexibilty but that is not money in the bank which has become the expectation. Management issue in my opinion. . Good point about it being a deterant (sp) to promotion.
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Thanks all. . for those of you who stopped distributing. . what made you decide to do so?
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When we were giving raises, that is more or less what we did as well.
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Interesting. . how do the employees feel about them?
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I have probably missed something here, but why are you granting her request?
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SAme as Frank and never a dull
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Ditto David. .
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Not my knowledge.
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Muncipality here as well Just offered VSIP for second year: lump sum pay out equal to three years current health insurance premium or three years health insurance or any combo there of Had to be at or within one year of normal retirement date. Also …
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Agree as abpve. .need more information
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I agree with Nae on this one. Not knowing the employee or all the facts, I would lean towards forcing EAP
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You just can't fix stupid