joycel
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Our circumstances might be different in that we have long-term employees and a work atmosphere that makes employees want to stay. So we haven't run into your particular situation. For tuition reimbursement we do this: if the coursework is taken f…
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We don't have a written plan yet (although a Safety Manual is in the works). We do have a Safety Committee consisting of the HR Director, myself (Benefits Administration), and two non-exempt employees: 1 from the office and the other from the wareh…
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I agree - she's playing a game and she's calling the shots. Our attorney has always advised us to stay away from probationary timeframes for just this reason: an employee will behave during the probationary period and then go back to his/her old wa…
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It's correct that the employer takes a loss on this unless the employee states ahead of time that they want the additional payments taken out of their paycheck (but I'd then make sure to get that in writing). We recently had the same thing happen. …
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Precisely. The company's big mistake was claiming she was on FML leave when she gave birth to her baby. Now they are trying to make their mistake become her problem.
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Technically I agree with you, NaeNae. However, I think it's quite possible her employer sees it the other way -- I think they may well see that they allowed the leave the first time around and that they are considering it FMLA leave (even though te…
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How much FMLA time did she take when she was out for the birth of her child? If she used it all then and the second event took place less than a year after she used her time then it would seem the company should have notified her that she used her …
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I'd be taking her to her doctor or clinic (whatever you have there). Not only does that sound serious but it's also impacting her work (so whle she can thank you for your concern but decline medical attention you have the other card to play -- how …
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During a conversation I had with our labor lawyer some time back it was confirmed that any accrued paid time off an employee had was earned time off at that point, and therefore compensable if it was still sitting there when they left. So if your s…
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I'm with you there, Paul!
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Toto does raise some good points. I would not terminate at this point but would definitely meet with this employee when he gets back. Find out why he wasn't in on Thursday. If it turns out to be what you suspect (going to the car show) explain …
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Some days just get too exciting, don't they? If you haven't already consulted with your labor lawyer about all of this I'd do so right away. If nothing else you will receive confirmation that you are taking all the right steps. However, it's also…
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I think the key here is "within normal business hours" -- that references 9-5, not Mon-Fri. I take it this person is non-exempt? If so, is he traveling within the normal work hours, even though it's on Sunday? If so, I'd say pay him. According t…
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Well, that can be a sticky one. I think I'd first sit down with the current cook and talk about the record keeping problem. If it's evident from the discussion that the current cook really doesn't like the record-keeping part of it (or perhaps rat…
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Thank you all for your feedback. I did speak with this ee again. Remember, we have no time clock and no supervisors. So I reviewed with this ee the hours she entered asking a lot of questions along the way. I also told her that while she did ask…
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So how would you handle this? We are a small (55 employees) company with a lateral organization -- no supervisors or managers (work in a team structure). In addition, we offer flex time. There is no time clock (and if the Founders have their way …