TLCTX
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You would have to read through your own racial harassment policy to determine what policies you have regarding this situation, but the statements are clearly offending someone and the employees should be counseled about their comments. I look at it…
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This was brought to our attention by another foreman that happened to be on the job with the foreman in question and his crew. After it was brought to my attention, I asked the employee and others about the situation. I've called the foreman, but he…
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Sorry, I misspoke. Last week, the ee notified the foreman that due to his medical condition, he was going to miss two days. That was the last we heard from him - so when we expected him to RTW on Tuesday, and he did not, the superintendent wanted hi…
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In Texas, the Texas Workforce Commission has gone so far in conferences I have attended to suggest employers remove 90 Day Probationary periods from any handbooks.
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If they aren't distinct, and you don't work any fewer hours than the program managers, then there is a definite issue. But if you've addressed it with the boss and he does nothing, where else can you take your complaint? Is the boss the owner of th…
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Anita - I understand that you are frustrated about the situation. How many hours do the rest of the exempt salaried employees work compared to the program managers? Also, what is the company policy regarding morning tardiness and lunchtime tardines…
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I also worry that if we weaken and pay the guy as the superintendent requests, and dock the pay, the superintendents will never realize that documentation during these terminations is important. As far as the 60 hrs paid question, that's a whole ot…
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This is where I grow concerned as well - the only difference that the owner finds is that the one that was paid in full was terminated, and this one quit. I don't see that as enough - why would you pay the one that was fired but not the one that qui…
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I will explain how the pay goes, because I believe it's FWW but I want to be sure. A foreman gets hired on. The owner decides that his hourly rate would have been $16/hr. So, then he calculates $16/hr * 55 hours a week (he bases their pay on 50 ho…
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I am asking this, without a specific incident, for a reason. The DOT licensed EE could have been loading poles and jumped off a truck, shattering his knee. The DOT licensed EE could also have been driving a NON DOT regulated vehicle and collided…
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I am asking a generalized question, not about one particular incident. The question that was posed to me wasn't about the incident, but about the function being performed, and what type of drug test it would require. The question I am asking is, if…
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We are a construction company with quarterly DOT required random testing already being performed. We follow DOT regs, but my question is a tricky one. We hire DOT drivers, but they are not just drivers - they are construction laborers. We hire DOT…
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Open enrollment at your spouse's company B is a qualifying event in many cases for your insurance at company A - I had open enrollemt in December at my company, and enrolled my children. We found at my spouse's open enrollment in February that his p…
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Thanks - I instilled a new safety policy about a year ago, with documentation on accidents and a deadline for accident reports, and accountability for those that failed to follow - I had all the bells and whistles. The problem is that the superinten…
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There are two partners in this company - one is the main superintendent and one is the owner. The owner and the superintendent do not get along, and do not agree. The superintendent is the Safety Coordinator, and I am doing all the work on the Safet…
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I have tried that route, and the superintendents constantly fail to follow through, with no consequence. The only one who can change that mindset here is the owner of the company, and his idea is to create a Safety Incentive Plan, which is why I am …
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We have tried for years to run without a safety incentive program, and every year, our number of 'preventable' accidents rises - in this year alone, we have had one every week. We are going to try this route and see if the employees begin to take to…
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I checked the typo issue first, and after that I sent word through the employee's supervisor that we needed to get the issue resolved about a week ago. This employee does not come into the office, and works on one of our out of town crews, so I neve…
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Thanks - after I posted this I contacted my WC carrier. Vanessa
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Thanks for the help - the oddest thing to me about your reply is that you state our 401k Administrator should be able to help with the returned mail issue, but they are the ones that return them to me for me to figure out what to do with them! Would…
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I agree on taking the letter to a lawyer, and if it is enforceable, using a collection agency to get the money back. If you use a collection agency, it will go on her credit report, which she will have to explain to any lender or employer that check…