stilldazed
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We do, we're in Florida, and we excuse their absence. We also pay a stipend to encourage their involvement, and involvement is important our organization in that we are located in a rural part of Florida with no fire station nearby. Many of our vo…
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Have you tried bls.gov? They, of course, have tons of statistics and tons more instructions on how to massage their statistics into something that may be more specific to the end user.
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You can if their job duties warrant a professional exempt status. If their don't warrant exempt status, you have the option to pay them in a similar manner as your admin assistants--salaried nonexempt. best wishes
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Sounds like you're describing salaried nonexempt, which is an option for some nonexempt positions. Pay on a salaried basis, but the position is still subject to OT. More details about the position would be helpful. There are multiple exceptions, …
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At the risk of beating this one beyond death, I think there may be one more approach that I haven't seen mentioned. It is something I've tried, has taken considerable time and effort, and is proving to be a win/win situation for my employer. I hav…
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How long has this been going on? I think she'll move on, after getting bored with the situation somehow. As far as the boys are concerned, she's just flavor of the month for them, and they'll gladly redirect their attention elsewhere after she's g…
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Help me clarify: EE A is salaried exempt and not performing well in exempt position; worthy of demotion EE B is on FMLA LOA from a nonexempt position You want to transfer EE A to EE B's position during the LOA period? Am I correct? Are you a unio…
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I don't think you're going to find an answer in federal wage/hour law. Maybe there is something in your state. I think your best bet will be to review your company's policies. I agree it seems unfair to allow someone in a FT status to 'request'…
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If your state has any specific details that must be retained, they would be described in state regs. Otherwise, consider keeping the following details in addition to or in lieu of what you have chosen: dates of hire, position held, exempt/nonexemp…
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I can see the humor, and don't think I'd try it in most workplaces. We are probably one of the few where it is an option and would work. If I tried it, I think the whole exercise would be informal with nothing in writing in my office. I also agre…
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I think the choice is yours, unless you have a state law or local ordinance that would hold you accountable. Any of your liability insurances are going to deny claims that result from an illegal activity, which could be an incentive to ensure that …
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If your shelter is women only, and the position will be onsite where the women are housed, you probably have a BFOQ, similar to the way that jails/prisons that house women can limit their staff to women only. However, if you have access to legal co…
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We have, and as an employer, we generally tried to say out of the issues until they overflowed into the work environment. Direct discussions have been effective, reminding the parties that regardless of their personal actions, they remain employees…
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My thought is that you may be better by NOT adding a stmt to their personnel file with their signature documenting that they have reviewed the file, but (by all means) allow folks to review their files periodically if your policy allows for them to …
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Pretty good article. Thanks for the link. I do happen to be part of my organization's senior strategic team, have never worked in finance or accounting (thank goodness), brought an MBA to the position when I was hired, and was the first in my ro…
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I''m not in banking, but my sister is, and in Florida. She has worked at several banks over the years, and each bank as required at least 5 consecutive days off, and the vacationer knows that part of the purpose of the vacation is for an audit of h…
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There is a lot wrong with it. Aside from blatant age discrimination, proving he's truly an independent contractor may be difficult if he's not working elsewhere in the same line of work, producing invoices for payment rather than receiving a commis…
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Initial notice can go to in the SPD and can go to employees only, the one exception to getting the notice to spouses. Otherwise, notices must go to ee's & spouses, and the burden of proof on delivery is that the method of delivery you use must…
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First (general) notice - within 90 days after insurance becomes effective or policy becomes subject to Cobra.
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And to follow Nae and others (including myself) who suggest you stick to verifiable facts, please consider that you can open yourself up to a private tort from this fella for slander if you continue to insist that what he told you is not true when h…
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Whether there is any wrongdoing will depend on your own company's policy on fraternizing in the workplace. If you can't find a policy against it, you may have nothing more than some awkward circumstances if the allegations are true, but nothing ill…
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I can't speak for Tennessee, but Florida has some guidelines. Agree that it would be wise to check state regs before proceeding. Then, give known customers the benefit of advance notice. And I have the property is small, or you have alternative p…
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I measure by the number of post-it notes on my desk that eventually go in the garbage. As for emails, if I don't get an immediate answer back to the inquiry, I print the email and add it to the stack. So again, the number in the garbage vs. the nu…
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I've used worst case scenario questions, and my preference is a practical response that makes sense.
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Agree with Joannie. Unless whomever questions the credibility of documents presented in doing so in an official capacity and has the ID to prove it, I would advise that employee information is confidential and not to be discussed (i.e., none of the…
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I have met personally with the worker, explained that there are complaints from others (without naming the others), discussed our policy and the need to be well groomed and respectful, and listened to what the worker had to say--whether or not there…
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Others may, but I'm not sure I understand your question. Are you imaging, such as microfiche for archival purposes, or imaging to convert to a digital filing system. If you are archiving, the files are probably closed and will be imaged in the ord…
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Regardless of who you might expect to make the call on behalf of your employee, your employee may have limited control over ensuring that the call was actually made if the call comes from anyone other than your employee. Of course, this may all be …
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I think you'd be safe to prepare to penalize and also prepare to rescind the penalty if your worker gives you a plausible story on why there was no call in. It is true the worker may have been sequestered. It is also true that the worker may have …
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I agree with the posters who side with the idea that except for having two disgruntled workers sharing the same work space, you don't seem to have a work issue--unless either or both of them are not doing their jobs because of their conflict, interf…