CarolA
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- CarolA
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Some of these responses are really funny. Im still cracking up. My suggestion, have marketing create a company branded signature and background (hate pics of pple's kids and kittens). marketing sends out to staff as the approved email to use and…
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If your EE is not able to drive and its not an essential function, then how he gets to work is his responsibility. If he is observed driving then I would ask him about it out of concern and the fact he told you or documented that he cannot drive …
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Sick is separate. Since they are salaried they do not earn sick time. However our benchmark is 5 nonfmla sick days in any 12 month period. If this is exceeded we counsel, if continues we issue a warning, etc.
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I do need to add that if a salaried person ran out of PTO and had a partial missed day, we would pay their full salary for the day since they are salaried. The missed time is without pay if a full day is missed and the salaried employee does not hav…
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I understand your issue. I had the same one. You can write a new policy. We made the effective date 30 days from the time we communicated it to everyone to give them notice of the change. We outlined exactly how PTO was earned, can be used and t…
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Please work closely with your legal counsel. I have found that employees deflecting from their own performance or behavior problems tend to file these types of complaints. They are difficult but not impossible to manage. My approach, is each c…
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Do a 360, get the results. Find out the pluses (what is working well for the new mgr) and deltas ( things that need to improve or change). Assign a high level, internal mentor to work with the new manager. Create ST goals, the 3 most critical…
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Ive had this level of mess before. Here's how I handle. 1. Get the facts. Interview all involved and witnesses. 2. anyone who violated the policy is terminated. 3. replace them with more professional people.
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Id have a hard time, if the FMLA cert is in order and the surgery is necessary for the employee'e health. Id allow the FMLA and make sure your have someone cross trained to handle the absence.
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Dont mean to confuse. Your right, the expectation is to have my hr reps headhunt themselves. I'm looking for methods to source people since we dont have a database or network of candidates. We need to build it from scratch. Thanks!!
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the dependent has to choose either cobra or nj age out. cant have both. they have to weigh these options. Cobra charges the monthly premium plus 2% and nj age charges 65% of the premium. its a very strange set up. the purpose is to allow depen…
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The employer is responsible. We notify with our annual open enrollment. You can get the notification from your broker.