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bgrimes

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bgrimes
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  • Don.......you revealed waaaaaay too much in your last post! Now whenever I'm awake at 3am I'm gonna wonder what 'Don's' doing.
    in You know you are in HR when... Comment by bgrimes October 2002
  • Hatchetman.....please tell me more about this "accrued overtime" for exempt salaried employees you referred to in your former post. How does it work? How do you track this? Thanks for your input.
    in comp time for exempt Comment by bgrimes August 2002
  • >Also give him a simple, handwritten thank you note on letterhead for >the 'above and beyond' and for his attitute, signed by the top dog at >the company and yourself. This will suddenly wipe out any ill-thought >he might have abo…
    in comp time for exempt Comment by bgrimes August 2002
  • Thanks, BSA, wouldn't 'dream' of docking his pay! He'd be madder than #@!!*#!
    in comp time for exempt Comment by bgrimes August 2002
  • >The Fair Labor Standards Act says that comp time arrangements are >allowed for exempt government employees at the 1 1/2 time rate. Not >for private sector. But, to answer your question, yes, I would give >the guy two days off if …
    in comp time for exempt Comment by bgrimes August 2002
  • Thanks, for the great answers. They were just what I needed. I didn't think it made sense to have 'doctor certifications' for the obvious cases. We have a 'tight' absence procedure too, as Don has. And I agree, FMLA actually 'saves' some positio…
    in Certification question Comment by bgrimes October 2002
  • >NaeNae55: My Handy Dandy cheat sheet provided by the Department of >labor says effective Sept 1, 1997 with no known changes "....$154.50 >is the minimum one can earn and be considered to have aggregate >disposable earnings". 50…
    in min wage Comment by bgrimes October 2002
  • >When we started our new point system it didn't affect our vacation, we >were already keeping track of that on the ee aniversary date. We >started our point system with everyone at 0 points on the first day of >the given month an…
    in Attendance tracking Comment by bgrimes October 2002
  • >We have approximately 300 employees whose time is tracked for >attendance purposes. Since the company I work for wasn't interested >in expending a lot of $$ in a tracking program, I set up a database in >Access. From my databas…
    in Attendance tracking Comment by bgrimes October 2002
  • As always....thank you all for your help and replys.
    in Won't sign handbook Comment by bgrimes September 2002
  • >Was there any statement from the CEO included with the Summary >explaining why it was being distributed? I have always found that if >it cannot be communicated in person, something explaining why these >new "rules" are now bein…
    in Won't sign handbook Comment by bgrimes September 2002
  • Don's reply made me realize I hadn't mentioned that this is not a union environment. Also, I failed to mention that we ended up distributing the 'Employment Summary' to ALL company employees. It isn't the 'new hires' that are balking at signing it…
    in Won't sign handbook Comment by bgrimes September 2002
  • >1. How can Miss Tattletale be sure it was beer the person was >drinking? Could it have been a non-alcoholic beer? >2. There doesn't appear to any means of determining whether the >employee was impaired. >3. A policy that …
    in Policy problem, help! Comment by bgrimes August 2002
  • I just want to say it again...."This forum is great!" It is well worth subscribing to, and I appreciate each and every one of you. Thanks for your replies.
    in Policy problem, help! Comment by bgrimes July 2002
  • Hey Rockie....you made me laugh out loud with the 'knew her "secret"' comment...you place some darn good 'posts' on only ONE cup of coffee...you must be a real 'Einstein' after your second or third! Thanks to all for your replys!
    in DRESS CODES Comment by bgrimes July 2002
  • Thanks to all for your help. I wish I had your knowledge! Hope we meet again at my NEXT problem!
    in Progressive discipline question Comment by bgrimes July 2002
  • Sorry, guys.....seems I never give enough details. The employee has been here 2 1/2 years. He has had trouble getting along with coworkers in the past, and has also had production problems. He was 'counseled verbally' for his slow production and p…
    in Progressive discipline question Comment by bgrimes July 2002
  • [font size="1" color="#FF0000"]LAST EDITED ON 02-13-02 AT 11:26AM (CST)[/font][p]Thank you very much, Joel, for your reply. In my situation, it is not OUR company that wants to initiate a 'non-compete'....WE want to HIRE someone who signed one with…
    in HELP! Non-compete/Non-solicitation Comment by bgrimes February 2002
  • My middle manager is not in a protected class, he has no contract. He is male,caucasion, under 40, american decent. Since he IS a middle manager, I was wondering if most other employers offer severance to bridge over to unemployment. But remember, h…
    in Help! Fast! Comment by bgrimes January 2002
  • Sorry, guys, I'm new to HRhero...didn't mean to be so vague. My terminated employee feels that the General Manager 'had it in for him'...laying in wait for any opportunity to fire him. The employee feels he's entitled to "freedom of speech" and ba…
    in wrongful termination? Comment by bgrimes January 2002