CindyG
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- CindyG
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I watched Survivor last night and was bummed because our woman from Maine (Lumber Jill) was booted out already! Those ladies vote out the one woman who provided them with fire, water and fish! Not too smart if they want to win some challenges! Oh…
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Whenever we have issues between employees at our company, we bring them together to discuss the problem in order to help resolve it. I think dealing with this head on with the involved parties rather than drafting a policy would resolve the problem…
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Our company's core values are: *People are our most important asset and we must recognize and respect the personal worth of every person. *Through the utilization of technology and innovation we will provide products and services that improve the qu…
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I probably went the long and tedious route, but I used [url]www.dictionary.com[/url] and copied and pasted our Employee Handbook from English to Spanish. I then had my HR Assistant at the time edit it, as she was bilingual. It didn't cost the comp…
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Thank you all for your input. The supervisor and I just met with the employee and she reacted just as I thought she would - she's mad! We issued her a Final Warning because it happened at least twice and she deliberately said that she hadn't taken…
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We have a similar plan with vacation and sick time which also applies to our employees in CA. If they run out of sick time, I apply hours from their vacation pool.
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In June, we received a 27% increase and it looks like 2006 will be another 15%. Our company took on the entire increase this year, but is now looking into a deductible plan with an HRA for our renewal in June 2006. We want to put some ownership ba…
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Here is what we use: PARTICIPANT RELEASE OF LIABILITY – READ BEFORE SIGNING In consideration of being allowed to participate in any voluntary physical exercise in (Co. Name) facility, located at (address), I ______________________________, the und…
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I agree that the W/C carrier may lose. While lifting the box wasn't in her formal job duties, it was done in the course of employment. We all have to lift boxes from time to time in the office when we're packing away old files, paperwork, etc. O…
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Now I'm curious, as I've never had a LTD claim to handle. How would it work if the employee exhausted his medical leave under FMLA if he was out of work for over 12 weeks? You don't have to hold their position for them, however LTD insurance doesn…
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That's the problem, that the supervisor wants to treat this like we do other disabilities per our policy. If she sees someone has a medical issue, then she requires them to bring in a note from their doctor saying that they don't have any restricti…
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I would say that if you approved some of the time off as an "emergency leave of absence", that you can't now say it was "unexcused" and discipline the employee on those specific occurrences.
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I notify our employees when their FMLA leave runs out and they no longer have a job with us. Our attorney advised us to do so to cover ourselves and I think it's the right thing to do to notify the employee. Send it certified mail so its receipt i…
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So, if he's telling me to go ahead and fill the position because he knows up front that he won't be able to lift the trash bags (which is essential) and sounds like he doesn't want to, you think I should hold it open for him? Do you think I should …
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jmcaa, Yes, our company handbook addresses FMLA leave and doesn't mention having a minimum of 50 employees. Thank you all for your advice. I tend to agree that this person should be offered FMLA and going forward, I need to review our leave of ab…
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I don't know if AZ is the same as ME where I'm from, but if the injured employee loses pay going below their Average Weekly Wage established from the 52 weeks prior to the date of injury, they are entitled to lost time compensation. In ME, if the p…
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I agree that you need a medical release from his physician. I would also recommend that you send him to your company physician who is familiar with your jobs and has your job description that lists the physical requirements. We have an "Employee …
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We actually allow eating at the desks, because we have flex times. People can leave early on Fridays if they have their 40 hrs in, and many times they'll put extra time during the week by not taking their lunch, yet eat at their desk while they wor…
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If someone requests a copy of the investigation, do you give it to them and black out the coworkers' names or do you allow them to see the names?
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Hi, LarryC! Our company is ISO9001 certified, so we have operating procedures on every task that's done in manufacturing. Basically the tasks are outlined with: *Purpose *Scope *References (usually to ISO Manual) *Input (i.e. materials used in pro…
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Hello, Brandy! We were having the same issues with office employees taking many mini breaks and the production employees who get two 15 minute breaks seeing them walking by to the smoking area. Now everyone takes two 15 minute breaks. Production …
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The only letter I would write is as some mentioned above, an employment verification letter that just verified position and dates of service.
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Many of you are saying that if you let the person go in lieu of letting them serve out their notice and don't pay them for the two weeks, you risk UI. Do you think the UI would be awarded to them ongoing or only for the two week period up to their …
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Thank you very much for the clarification, James! I also appreciate the link to the regs!
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Our corporate office is based in Maine. However we have, a distribution office in CA with 4 employees. One is the Office/Sales Manager. Am I correct to say that since we don't have 50 employees in CA that I don't have to give the manager the 2-hr…
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I agree with everyone about paying the IRS rate to cover wear, tear & gas. My company only pays $.30 per mile!!
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Due to confidentiality issues, I would not have the administrative assistant compile the reviews. I would have the review forms go directly to the manager (whether it's the Company President, CEO, Operations Manager, etc.)in charge of the managers/…
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Hi, Ranger. One company I used to work for had these 12-hr shifts. One day crew would work every Sunday, Mon, & Tues and the other would work every Thurs, Fri & Sat. They would rotate Wednesdays. The night crew would do the same except t…
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All of our exempt employees punch a clock. This policy was instilled before I came on board for the same reason you are doing it, because there were some abusers who were not working a 40 hr week. Depending on the work ethic of the employee, there…
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I would call our attorney. Because she made a work-related claim, I would also advise our insurance company because in this state when someone loses time due to an injury (in this case, a psychological injury), the employer must respond within 14 d…