tfevergrn
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You may want to check out the new privacy regulations to be enforced by HIPPA and Gtamm-Leach-Bliley in April of 2003. I only have a brief understanding of what will be expected, but from what I see the expectations will be a royal pain to implement…
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An employee's salary can be reduced on an hour-by-hour basis only for intermittent or reduced-schedule leaves that must be provided pursuant to FMLA. A salary can only be reduced or prorated for complete days of absence due to vacation, personal bus…
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You can suspend pending the results of your investigation. If the employee comes up clean, then you pay him for the missed time. If he doesn't, then depending on your findings, you terminate without pay for the missed days or if your findings don'…
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Here is one quote from an attorney in a seminar handbook. "While employers may wish to designate certain information as confidential and discipline employees who disclose such information, employees are generally permitted to discuss their wages and…
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On another note, if your boss does not have a boss (company owner, etc.), I would consider finding a new place of employment.
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Seems you have some complaining to do, to your bosses boss. How your boss handled this situation, in my opinion, was totally inappropiate and not condusive to good management. No one should have to be subjected to or have to deal with being yelled a…
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Just wasn't sure if there were any federal/state laws out there stipulating that the tenant vs employee relationship had to be dealt with in a totally seperate manner, as they typically are if one does not live where they work.
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Would you not consider not paying what you owe to the company you work for, who provided you a service, "GROSS MISCONDUCT"? We are talking the tune of over 10,000. Although our work rules and conduct policy does not specifically mention not paying …
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[font size="1" color="#FF0000"]LAST EDITED ON 04-11-02 AT 12:15PM (CST)[/font][p]You offered some very valuable info. I would greatly appreciate a copy of this outline as well. Email is [email]tmausert@rpscorp.com[/email], Fax is (702) 315-5162. …
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We had to lay off an IT manager. Knowing his character, I made a judgement call to give him advance notice of his lay off. There were no problems after the notice and as a matter of fact, on his last day, he expressed his gratitude in how his termi…
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Thank you James.....
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Thanks for your response Margaret. But should I not attempt to ask all employees to tone the colognes down?
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Thank you for your responses. But let me throw this out there as well. Wouldn't whatever company (See's candy, Disneyland, etc.), be soliciting by offering discounts to employers in an effort to increase sales, making it more enticing to purchase? …
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The Alien # is not enough. You need to see the actual alien card and record the information on the I-9 and if still valid or if no expiration date, this is all you need.
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[font size="1" color="#FF0000"]LAST EDITED ON 06-21-01 AT 10:23AM (CST)[/font][p]One more thing to consider is if these performance issues just came to light while the employee is out on worker's comp and there is NO prior discipline (clean file), i…
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I had a similar situation where an employee who returned to work from worker's comp, on restricted duty, had another accident/injury at a place where they were taking care of personal business. She could not come to work and our adminstrator confir…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-21-01 AT 10:31AM (CST)[/font][p]Margaret, I would really appreciate a sample copy of your non-fraternization policy. If you need my email address, please contact me through my mailbox here. Thanks..…
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YIKES !!!!!!
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Thank you very much !!!