This one's a DOOOZZZIIEEEE
ScorpioHR
338 Posts
O.K. ready? I got an e-mail from the new COO this morning, he has directed me to do the following per the scenario I will explain.
When Hurricane Ivan was suspected to hit our area, the powers that be decided to close that Monday, we informed the ee's of this plan. Well Sunday came and it was looking different, Ivan would not be a problem for us-We started calling ee's in for work. The Clinincal Op Director picked and chose who she would call based on whether or not they had children who would be at home (the school's were closed)We also kept one office closed period. It has 2 ee's and we had already cancelled those patients. O.K. with me so far? Now, it seem's that the ee's who did come to work that Monday feel they should be given a BONUS...Yep, you got it, a bonus for coming to work and doing their jobs. I was adamant in my displeasure with this plan from the 1st time I heard of it. Had they stayed home, they would have been paid, that is how we are dealing with hurricane days. We do not ask them to use pto or any other type of accrued time, we just paid them as if they had worked. Well, I got this e-mail this morning from the COO advising me that EVERY ee who came into work that Monday is to receive a $100.00 bonus in this payroll......What about the ee's who were not called in due to the clinical op's director's decision? What about the office we never even opened. I am seriously stressed over the STORM this is going to cause, I think it may be uglier than Hurricane Charley. Also, can these other ee's claim discrimination? We will be paying only the ee's at work that day this bonus, not the others, then again the others were not given the choice to come in..Help. I feel a migraine coming on......x:'(
scorpio
When Hurricane Ivan was suspected to hit our area, the powers that be decided to close that Monday, we informed the ee's of this plan. Well Sunday came and it was looking different, Ivan would not be a problem for us-We started calling ee's in for work. The Clinincal Op Director picked and chose who she would call based on whether or not they had children who would be at home (the school's were closed)We also kept one office closed period. It has 2 ee's and we had already cancelled those patients. O.K. with me so far? Now, it seem's that the ee's who did come to work that Monday feel they should be given a BONUS...Yep, you got it, a bonus for coming to work and doing their jobs. I was adamant in my displeasure with this plan from the 1st time I heard of it. Had they stayed home, they would have been paid, that is how we are dealing with hurricane days. We do not ask them to use pto or any other type of accrued time, we just paid them as if they had worked. Well, I got this e-mail this morning from the COO advising me that EVERY ee who came into work that Monday is to receive a $100.00 bonus in this payroll......What about the ee's who were not called in due to the clinical op's director's decision? What about the office we never even opened. I am seriously stressed over the STORM this is going to cause, I think it may be uglier than Hurricane Charley. Also, can these other ee's claim discrimination? We will be paying only the ee's at work that day this bonus, not the others, then again the others were not given the choice to come in..Help. I feel a migraine coming on......x:'(
scorpio
Comments
Look forward to seeing you there.
Like The Don said, choose your battles. You've advised as to the potential fall-out, he chooses to move forward with his decision, now it is your job to execute and support. As far as this being discriminatory, I don't think so.
This is another example of the challenges ahead for you in your organization. I lurk more than post since time for me is precious throughout the day and I hate posting on the tail-end of threads. However, I have read several of your posts and it appears to me that you have a culture ingrained in your senior management that needs to change from within. You have to be the catalyst for this change.
Again, I don't think this issue is the one to dig-in on and start that change process. On the other hand, if you follow this issue through, you can use it as an opportunity to introduce new thoughts and processes into the organization. When you can show that you are following through on a particular issue through the end and provide input, good or bad, you will then be viewed as a strategic partner. The worse thing you can do at this point is sit back with your arms folded and offer an "I told you so" when the dust settles. Just my opinion.
Good luck.
Gene
Amen!!! I have drafted the memo to the ee's regarding this bonus, I will implement as he has requested. I shall NOT say "I told you so"-Guess we will see what happens.
scorpio
I responded to your post regarding the seminar, it is in "Employer's Forum". See you in Atlanta!
scorpio
We have a policy in our practice for inclement weather. If the office is "officially" closed, then it is a paid day. If the office is not officially closed, employees are paid for the time they come in, except for salaried individuals. They may either take LWOP or PTO time.
We had to put this policy into place a couple of years ago when we started having small snow flurries in January and February. When folks here in South Carolina see one snowflake they go ballistic and treat it like a blizzard. Some people tough it out and others want to hit the road as soon as the snow starts.
If salaried individuals do not come in and the practice is not officially closed, they are required to use a PTO day.
Now...in the case of a disaster such as a hurricane, fire, etc., these things are handled on a case by case basis. Thankfully, we haven't had this happen...yet.
Example, when Hurricane Hugo hit SC, I worked at a bank. There were lots of power outages, damages, etc. Employees who could come in did come in. But...everyone who needed the time got three days without anything being charged against them. I really can't remember anyone being worried about whether one person got something another one didn't. We were just thankful when we got out power back on and could take a shower!
What I would also do is draft up a policy on imclement weather. That way at least you'd have a guide to go by. Just be sure to note somewhere that the policy isn't an employment contract and is subject to change.
Good luck!
Jewel
In this instant case, we rewarded those who stayed until the end, with an extra day's pay. It caused great, great resentment throughout the ee's, and we agreed that we would never do this again.
However, I agree with the others - Pick your Battles.
When the s_ _ _ hits the fire, rather than "I told you so"; try "We just wanted to give a little extra to those who served while others could not". You know, put your "spin" on it.
Thank you, I was just trying to do my job) As it turns out the bonus memo went out yesterday, the ee's are happy and the people who did not get the bonus are shutting up-Must have been all my prayers that did the trick, normally they LINE UP to compalin. Go figure-
scorpio
We paid those who left early for the hours they would have worked. Those who live and work in hilltop communities continued to work the rest of the day. Out of 40 employees that worked, I only had one who complained that she should get paid more for working than those who left work early. My response is, "It could have been you."