CRS8383
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Couldn't agree more.... Death of a Salesman is one of my all time favorites.
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My recommendation would be the Mayan Riveria just south of Cancun. I spent a week at an all inclusive, adults only resort and it was the most beautiful relaxing week I have ever spent. Just a bit of advice....If you really want a vacation DO NOT, …
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We have departments that have 2 shift and those that have 3 shifts. We pay $.35 per differential on both second and third shifts. We do include the differential in the OT calculation. We also have 12 hour crews. To date, we have not paid them an…
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Don is correct, the 30 min automatic deduction is a programing feature that you can turn on/off. I have used this feature in the past because we had such a short amount of time (30 min) employees were complaining about spending part of that time wa…
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Our employees that waive medical or dental coverage do recieve a credit. They can use that credit to pay for other benefits such as LTD, STD, Life Ins., Flexible Spending accounts, etc. Any amount of the credit that remains unused is taxable and a…
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Haven't had to face that situation yet, but because other locations in my company have faced similar issues with regard to getting the proper documentation from government offices, we changed the time requirements in our plan to 90 days.
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Until I had a court order or other qualifying event, I wouldn't make any changes. Unfortunately, it sounds as if those kids may need the insurance more now than ever, especially the counseling benefits.
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[font size="1" color="#FF0000"]LAST EDITED ON 01-17-05 AT 08:39AM (CST)[/font][br][br]Our vacation system is a calendar system. Every January 1 an employee earns their allotment of vacation for the year. The allotment is based on the employee's ye…
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It is on its way, via email.
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If you have access to the SHRM website there is an article that sounds similar to your situation. Here is the title of the article. Court Report: FMLA Approval May Prevent Later Challenge
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First, I wanted to commend you on your willingness to take care of a long term employee. Sometimes, in this lawsuit happy environment we get too caught up in CYA that we lose focus on taking care of our people. It is an all to frequent story of the …
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This taken from a "Letter of Interpretation" off of OSHA's website. I will attache the the link so you can read the entire letter, but I think it addresses your question. Hope this helps. Scenario 2: An employee must report to work by 8:00 a.m. …
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I am not sure you would have to offer him FMLA, but you need to check your state's WC laws. In most states the WC laws protect an employee's job regardless of whether or not they are on FMLA. Oklahoma for example, states that you can not terminate …
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[font size="1" color="#FF0000"]LAST EDITED ON 02-16-05 AT 09:34AM (CST)[/font][br][br]I would love to be able to test after each accident. Unfortunately, our state regs do not permit "blanket" post accident testing. They have a section for post ac…
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I have never seen a court appointed attorney in any employment related issues, but I do know of some ADR policies to where the company will pay a set fee for the employee to have representation.
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The company I now work for has the technology to make deposits immediately. At my last, and much smaller employer, we worked off of the 14 day max. rule. This allowed enough time for payroll to submit the request to AP and for them to get the mone…
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Every drug testing company I have worked with provided the random selection service for free.
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Our company has a policy for Maintaining a Drug Free Workplace and all employees are subject to testing under one of four categories; Random, Pre-Employment, Reasonable Suspicion, Scheduled Periodic. Because we have three locations in three differe…
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I agree with Don. Remember that perception is reality. If the potential for others, especially other staff members, to percieve a conflict of interest or unethical behavior then you need to at least make the director aware of the potential. As y…
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I am assuming you have a policy that covers the proper use of email and the fact that the emails are company property and there is no expectation of privacy. That being said, my understanding is that in compliance with the "Electronic Communication…
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The training piece really wasn't all that bad. We diid this this alot of direct mail and small meetings with groups of employees. For all of our salaried staff we used an online training program and for our managers there was a second online train…
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I am definitely not saying it is their preference. However, if it is a true job (not created or punitive by design)that meets their restrictions, and they refuse the job, then their TTD benefits stop. Now they are sitting at home and not making an…
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I agree with the rest, you can take volunteers or "force" someone to perform these tasks. However, depending upon your budget, hiring the temp service will save you many a headache with all of the whaling and gnashing of teeth of those being asked …
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I would agree.... "Not a good or best fit for the position" is the answer. The same principle would apply to other issues as well.... such as pay, responsiblilty levels, etc. Over the last couple of years with all of the layoffs in mfg we have see…
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I agree with those above. The discipline policy should be determined for the company as a whole. We do allow the individual department managers to make departmental rules on how many people can take vacation at one time, how many people can flex t…
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It all depends upon the contract. I have seen contracts that have language of that nature, where an employee gets paid without working for any missed "opportunities" due to an error (regardless of intention) by the company. It stinks, no good deed …
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All of the advice you have recieved is excellent. I might add just one thought. You didn't mention whether or not you normally discipline for PPE violations regardless of whether or not an accident occured. You mentioned the plant manager wants t…