catherinetnc
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thanks- I agree with everything you write, and I appreciate the sympathy. One good thing is that I was wrong about the date - it didn't start in 2002, it started in 2003. One less year to research. Thanks again- Catherine
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The manager was using it as a timekeeper and he was not paying them for the time they clocked out. They had the choice to punch out for two 15 minute breaks and one 30 minute lunch, or punch out for one hour lunch with no breaks. I don't have a…
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Thanks- Glad its not just our folks who do that. Catherine
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dynamite9551- I am so sorry for your loss- I am sure the policy was beneficial for you. We decided not to offer AFLAC this year because the agent was creating too much work for us. Sounds like a lot of the variations depend on the agent involved.…
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I agree - as I stated before - the decision to deny baffled me. It was the first time I was unhappy with a W/C denial! Usually, I am ecstatic! We had an employee once who decided to wash her car in the parking lot (unauthorized). She tripped w…
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I hear you. Thanks-
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Live and learn - Thank you both for your advice. I think waiting him out is the thing to do as well. (we do have retaliation laws here) Although, since he has mentioned retiring to several folks it might not hurt to delicately ask him if he is i…
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THANKS!!!
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[font size="1" color="#FF0000"]LAST EDITED ON 03-01-05 AT 11:12AM (CST)[/font][br][br]Don - I love your replies -straight and to the point! I found this while searching the forum - Under the FMLA, this is considered a serious health condition: (…
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Don I agree! What I am saying is that I told the supervisor the reasoning after he had told the guy the statements in question. Maybe I should not have said that to the supervisor, but the damage with the employee had already been done. In fact, t…
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I gave my reasoning to the supervisor after he told me what he had already said. The operations manager (who used to be in HR) gave him explanations - I'll have to find out what explanations he gave supervisor. (I am working on that.) Whatever he…
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I just read Section 7 and some cases limiting its interpretation. Although that rule appears to apply to non-union shops, I stand behind the freedom of the employee and employer to contract to limit employees speech on a given subject. Also, the A…
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An employee's right to free expression does have boundaries. Under Connecticut law, you can't be held liable for firing or disciplining an employee because of her speech or other expression if it interfered with your ability to operate efficiently a…
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We are not unionized. We can tell our employees that we don't want pornography on the walls, that we don't want to hear any political statements, that we don't want any religious symbols on the walls. These are all forms of "protected speech" that …
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Actually, Free Speech is not protected in the work place.
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Will do. Thanks - Catherine
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We had the W/C lawyer there - plus the mediator was a lawyer. They both insisted that the non-disclosure would be unenforceable. And termination issues and workers comp often go hand in hand. I was just hoping someone would have some experience w…
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He was reimbursed (against my advice). We also have drafted a personal property policy that indicated we are not responsible should that happen again -
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Have you considered that she may have Asberger's syndrome? You may want to do some research into that just so that you all can empathize with/understand her "weirdness." Not trying to open up a can of ADA issues - just sounds like she may have tha…
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Thanks for the advice. Our attendance policy as applies to an employee at his level is 15 days PTO per calendar year. We have no leave policy for the branch at which he works - there is only one tech for a large area and his absence is a hardship …
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I have not seen the doctor's excuse. I understand that he has diabetes but that none of his other absences were due to that. As I understand disability law, the employer is required to make reasonable accomodations so employee can perform job. In…
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We do not meet the criteria.
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Agree. I think we will offer unpaid leave and a final warning for pattern of excessive absences. Thanks- Catherine
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Following your suggestion, I am thinking we offer him unpaid leave of absence in this instance only. Written warning that his job (tech service) cannot be performed adequately given his demonstrated pattern of excessive absenteeism. And that any a…
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Right - under 25 employees, etc. Seems to be a fine line between excessive absenteeism and final instance of absence beyond PTO. Any comment on the "if I come to work tomorrow and hurt myself or someone else, I'm suing" remark? Thanks- Catherine
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sure - my e-mail is [email]cthomas@envinks.com[/email] CoC, among other things, are required by Sarbanes-Oxley (Enron, Worldcom reaction law) - even for private companies!
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Interestingly enough, this admission came up after I sent our new 12 page "Code of Conduct" policy to the managers for their review and execution - the e-mail from the manager began . . . "I want to make sure there is no violation of the CoC, but I …
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Stopped it this a.m. Found out about it last night (sunday) been going on since December. Thank goodness nothing happened. Can always count on you for good advice - thanks! Catherine
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THANK YOU ALL! I appreciate your thoughts and advice and hopefully we can change behaviors at both levels. Thanks again - Catherine
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Yep - The "sit back and wait to be sued" is the constant comment in my mind, too. Thanks for your advice. I agree.