SherryAnn

Comments

• I agree don't have a policy that revolves around things like the lunch break, etc. Base the work day on the hours worked. When you're at work, you're working--when you're on vacation,you're on vacation--not working! I don't have a problem with em…

  in half day vacations Comment by SherryAnn January 2004
• Thanks so much for your responses. One point that I probably should have shared is that in our state the Medical Leave Law is much more generous than FMLA, allowing Sick Child leave for any care of a minor child at home, etc., so it's nearly imposs…

  in HIPAA and Need to Know Comment by SherryAnn March 2004
• Last summer we went through a tough lay-off, but like you I tried to handle it with as much respect and understanding as possible. I assured those involved that I would assist them in getting set up for their unemployment, did referrals to a temp a…

  in "Dead man walkin'" Comment by SherryAnn February 2004
• I know you are probably already meeting with the EE, but I am very, very concerned about the merit of the complaints and whether they really support a reasonable suspicion test. I've actually been involved in a situation that was a group of ex-boyf…

  in Fast answers-I will be indebted to you! Comment by SherryAnn January 2004
• My head is spinning! I can't believe that this guy is still working for you. I have to agree with all of the responses but mainly: if he's doing this stuff, it's probably only the tip of the iceberg--my guess is he's got the whole system figured …

  in Can't wait to fire this guy Comment by SherryAnn January 2004
• I would definitley take action according to your policies and procedures. In the case of the complaining ee, who in turn, has been doing inappropriate things--just be sure to stick to the admitted or discovered facts. Leave the issue of the origin…

  in Is this Retaliation? Comment by SherryAnn January 2004