ACU Frank
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- ACU Frank
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I've thought about it in the past, but we really weren't using employee images until recently. Now, it seems like I'm posting an employee photo on Facebook at least once a week. I guess it's time to add a waiver to our new hire docs.
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The only people attorneys listen to are other attorneys. She might get a good response if she could tie each of the items on her Top Ten with a one-line recommendation/quote from an attorney or judge she's worked with. The more different ones she …
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It was element-ary, Coffee...
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Love a little nuclear humor now and then!
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I'm with David. The employee is getting paid, but they may also get a write-up if it's a persistent problem.
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I present it as a qualifying event, and if one of the insurance carriers has an issue with it we can address it then. I let everyone know that up front, and only two or three times in the last decade has it been an issue.
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During the interview, I ask candidates to complete a Personal Vision Statement. This is a very brief two-part 'form'... On Pt. 1, they give me a sentence or two on what type of employee they want to be. On Pt. 2, they list a few behaviors or trait…
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An electronic leave request/approval/tracking process is built into our time & attendance program.
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You know what they say - You can be a sweetie to some of the people some of the time, but...
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I know it's been almost 11 years, but is Abbie still waiting for a reply to the post that started this thread?
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Normally, this is where I would vouch for Paul's authenticity. I'm just not that certain anymore. ::pb&J::
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WTH? ::angryface::
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I think FMLA is a given, assuming a doctor will certify his condition. Beyond that, you may have WC or even ADA concerns. I'm usually the last guy here to pass a question off to legal counsel, but this case has all the makings of a major headache …
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Works for me!
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One thing that wasn't clear in the Employment Law Letter article... What is the rationale for treating e-cigs the same as regular cigs? I'm in favor of anything that gets people to quit smoking, and we have a lot of smoke-break abuse here, but I do…
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Depending on the state, it's not a given that a broken hip would be a work comp injury. It may depend on what she was doing at the time. Chances are probably good for WC, but may not be absolute.
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I think the real question was whether you continue with the termination, correct?
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I printed this and put it in my "No Good Deed Goes Unpunished" folder.
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The fines are sometimes mitigated by your willingness to correct any problems it caused the ex-employee.
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The key with the flex times is that it has to be in the same week. In other words, you probably cannot do what you're talking about doing, whether your employee is okay with it or not.
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Back in the day, Keller was my go-to for trucker safety training.
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I have a medical FSA document (supplied by my TPA) and a dependent care FSA document (also via TPA). Both mention S. 125, but I don't have a separate S. 125 doc.
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I might pick out two or three examples that are the most clear cut and irrefutable, but I never give the laundry list. It only takes the slightest grey area on one item, and the employee feels like the termination was unjustified. And chances are,…
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I interpret the pyramiding concept the same way David does. Typically, the term is used to indicate employees will not be paid more than time-and-a-half if more than one time-and-a-half condition applies to the same time worked.
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Your first post! Welcome Tony! hahahahahaha
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As I would interpret it... 4am - 6am: time-and-a-half (shift differential) 6am - 12pm: straight time 12pm - end: time-and-a-half (hours over 8)
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I don't have any real experience in that area, but I applaud you for taking extra steps to see if it could work out. It would be very easy to take the safe route and dismiss his application, but you've chosen to follow your moral compass in as prud…
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I've had 2-3 calls from ex-wives posing as someone else, trying to figure out whether they're getting enough child support. I've also had an employee's jilted boyfriend call and actually try to verify the employee's schedule. That's over the cours…
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In the state of Missouri, for example, the written release protects the former employer from liability for providing factual, documented and work-related information.
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Are you at a credit union or other non-profit by any chance?