Indiana Catbert
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[font size="1" color="#FF0000"]LAST EDITED ON 02-19-07 AT 05:00PM (CST)[/font][br][br][font size="1" color="#FF0000"]LAST EDITED ON 02-19-07 AT 04:59 PM (CST)[/font] [font size="1" color="#FF0000"]LAST EDITED ON 02-19-07 AT 04:58 PM (CST)[/font] I…
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My company doesn't vary premiums based on income, but does have higher annual deductibles and out of pocket maximums. The differing deductibles shown below are based on base salary only (in-network/out-of-network deductibles shown): Up to $30,000 …
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Might want to frame your presentation arount the company's efforts to attract, develop, and retain your company's human resources. Cost control and related trends are one thing, but the people strategy of the business is another key component to fo…
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Here is our policy reference: 7. NO SOLICITATION/NO DISTRIBUTION POLICY. In the interest of maintaining a positive working atmosphere, XXX limits employee solicitation and the distribution of literature to pre-approved activities, such as United Wa…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-27-07 AT 04:17PM (CST)[/font][br][br]My company has 1500 sites and we centralize records. This doesn't mean remote locations can't retain copies, just that original documents are retained centrally. …
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Some disgruntled departing employees will be very honest in their comments which could be of great value to you (e.g. my supervisor sexually harassed me). Your company should want to give every opportunity for an employee to raise a complaint (even…
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Clearly the nervous laugh has had consequences in her current job and will be more of an issue in the new role. Turning her down for this issue is relevant to job requirements. As such, this is not illegal discrimination (not done on the basis of …
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> Others kind of got off >track and insinuated we handled it wrong from >the beginning or that this one problem was >indicative of larger issues. I hear you, but >will respectfully disagree. I am one that took your message i…
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Suggest a post mortem once this is done. Spirit isn't to point fingers, but to see how collectively the company can avoid repeating the situation in future. Why didn't we act earlier to correct behavior? Why didn't fellow employees raise issue? …
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Our practice is to consider disciplinary documents the same way as performance reviews since they both are used to address performance. As such, they remain in the file as part of an employee's history. Subsequent performance documents will also s…
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Perhaps this is obvious, but I would be taking the opportunity to get some perception from your consultant about how to avoid duplicating this situation (having an indispensible person) before hiring the IT Manager's replacement. Should the job be …
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Perhaps this is obvious, but I would be taking the opportunity to get some perception from your consultant about how to avoid duplicating this situation (having an indispensible person) before hiring the IT Manager's replacement. Should the job be …
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>I agree it makes sense to pick your battles. I >actually decided a long time ago that this was >not my battle because I was starting to take it >as a personal failure in my ability to manage. >Then I realized if I didn't have t…
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Things that I consider beyond what has been mentioned are: Conviction relevancy (job & company) Seriousness of conviction (misdemeanor or felony) Time of conviction (how long ago and whether still relevant) State Laws (time restrictions comb…