lynn2008
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As you have noted from the other comments, you have lots of company, and received generally good advice. As you pursue other employment (do it voluntarily) inquire of those you are interviewing with what their perception is of the place of HR in the…
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Our owners, supervisors and managers understand our need for confidentiality from everything stated on employee surveys to one-on-one meetings. The one exception, and this is stated in our harassment policies, is that if we have a situation serious…
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I would be glad to email our policy to you. The requirements for training as I am sure each of you know can be obtained through OSHA, as far as course content. Remember you must license for powered hand trucks as well as riders. Send me your email.
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Vitually any "performance based bonus" must include calculations for applying OT to the period of the bonus. I got burnt 7 years ago on an attendance based bonus. The Wage & Hour head here in Louisville said they "don't go looking for it" (refer…
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Yes - I sat down with the employee and informed the employee it was the employee's obligation to provide proper documentation, prepared a memo to that effect for the employee to give to the physician, with a Authorization for release of the medical …
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Most recordable (OSHA) work comp injuries involving medical treatment should qualify for FMLA. We make it automatic. One caution about terminating employees after the 12 weeks. If you are fully insured for work comp, your carrier will be liable for …
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Most recordable (OSHA) work comp injuries involving medical treatment should qualify for FMLA. We make it automatic. One caution about terminating employees after the 12 weeks. If you are fully insured for work comp, your carrier will be liable for …
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I have researched this issue numerous times, and some of the arguments made against body jewelry, tattoos, hairstyles, or dress follow the same logic of a company I worked for in the 70's/80's that said we could not have black or female sales staff …
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Ms. Jones commentary is on track with some decisions in Kentucky, where individuals that are in the process of a sex change can still be required to use the facilities based on the existing genital anatomy. When those alterations are completed, then…
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Give them the papes. If the doctor determines it is a serious health condition, it is my understanding that depression can be covered under FMLA. That is why so many of us HR types probably qualify!
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We are a manufacturing company, and use criminal background and motor vehicle convictions for these reasons: - If they have no license or a history of DUI or other serious driving offenses they are screened out for jobs that require driving a compa…
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I am curious as to why the manager assumed that particular employee with the same first name was the most likely to be the culprit. With a small company, it is not surprising, but if the Manager would have been wrong and approached it without a lot …
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Maintenance assistant fits very well. You might check with the person who posted the issue about the sex video tape mailing, and see if she has any qualified ex-employees.
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Key part of our policy: 1. You will be granted up to three working days off with pay due to the death of your spouse, child, parent, brother, sister, mother-in-law, father-in-law, your grandparent, or grandchild. Also, included are step-children an…
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Recommend a thorough review of all of your less than 25 employees records or the managers notes and conversations concerning absenteeism. Then you know how tenuous a situation you can get yourself into. If you do not have a policy, establish one, a…
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We caught an employee urinating on barrels/floor in the middle of our plant, and we terminated him. The crazy Kentucky UI Admin Judge awarded him UI, stating we did not have a specific policy prohibiting urination other than in the rest rooms. He…
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Balloonman is on track. You best call your attorney, for if I was the engineer and got fired or given other adverse action, I would call mine. Do not play CSI on this case. I believe that unless you specific policies concerning any crime in place …
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Consider where she is by knowledge, skills, and abilities, and if she is up to those in theory she maybe should be paid the same. You might also have the situation in old companies, like my employer, where people have advanced to the top of a pay r…
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It is illegal except in high level executive positions. AS the previous posters stated, the ADEA set that up some time ago. You will also find if he is trying to sever employment by giving severance packages, you can not insist an employee give up …
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FMLA does pre-empt Wage and Hour, so you can reduce pay for days missed covered under FMLA, but I believe that if they work a partial day, you must pay them for the full day. The solution one responder had of changing her wages to still be above th…
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I having been using "VALIDEX" successfully for two years. They are efficient, webbased, provide good support and appear to have all the legal issues covered. Easy to find on the internet.
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Need answers to a few questions: 1. Was he hired as a new employee of your company, or maintain his status due his employment with the other company? If hired as new and he falisfied his application, term him. 2. What does your policy or past practi…
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From earlier comments, they seem to know the hours normally required to get the job done, so it is allowable to charge the excess hours to his FMLA eligibility. It could be worthwhile to talk to the employee, and with his permission, communicate wi…
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The place to start is having the complaining employee document/write down the details of the complaint, to define the issue. If the hostile environment mentioned can be defined, then you have a starting point to investigate. I have had a similar i…
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My organization is about the same size as yours, and has had similar problems. I would suggest have the employee put the full complaint in writing so you can deal with, but if they refuse, put this refusal back to them in writing of why you are unab…
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Don't mince words, quote it exactly as the supervisor remembers it. UI and judges are used to seeing this type of language in statements. I would suggest you do not let him get by with this again.
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CindyG gets close to the matter - what are the requirements you have for employees who use personal vehicles for company business? If you require them to maintain a certain level of insurance and meet all DMV laws and such, you probably have grounds…
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Check the Oklahoma State University website - they have had a leading fire fighting/prevention school since the early '70's, and used to perform extension work throughout the state. They may be of help. Check your meto police/fire departments also.
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Review the interview, answers and comments the new employee made, and determine if she may have made false statements to the interviewer that would make withdrawing the offer easy. It would also be wise to determine if there was problems between the…
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I agree that doing this in a Union facility is a hardship - my sympathies. We do anniverary awards: 1 year, logo mug 5 years, engraved pen/pencil set or LOGO belt buckle 10 $100 gift certificate, plus recog party 15 $175 plus recog party 20 $250, …