ljault
About
- Username
- ljault
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
All of our employees (including salaried exempt) are required to use a time clock to show the days actually worked, which I was always very opposed to enforcing for exempt ees. However, I spoke directly with a DOL investigator who told me it is abs…
-
Hey, Jeff: I'm an HR consultant (have just retired after 2 decades as an HR generalist out there in the corporate world). I'd be happy to help you.
-
Yes, our policy is nearly identical to yours.
-
I couldn't agree more (that it would be foolish to punish the employee by not accommodating). My counsel had been consistent with that idea. Appreciate the input!
-
Thank you! I totally agree with your take on it, but my superiors are hung up on the fact that the person has a second job and the absences/ restrictions are the result of working the second job. Appreciate your input.
-
[font size="1" color="#FF0000"]LAST EDITED ON 02-02-04 AT 02:32PM (CST)[/font][br][br]If you lump it all together, you can't make a distinction between which hours you pay out at term - you'll need to pay all of the hours out. My suggestion is (and…
-
Not till he started working in HR!
-
I would suggest you scrap the "one-hour" policy. You can deal with the attendance issues outside a requirement of where an employee must live - we shouldn't "go there." I don't think it is something you could actually enforce, anyway. I am experi…
-
In the two decades I've been in HR I've used a trick that often works with employees who refuse to sign a written warning. I ask them to write somewhere on the page, "I have read this document, but I disagree with it and refuse to sign it." and sig…
-
Hi, Paul. I, too, am a Christian HR professional in the beautiful state of Oregon. It's a real challenge, isn't it! For instance, I'm discouraged from discussing things related to my faith (which is of utmost importance to me), and we had to chan…