Carol CA
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- Carol CA
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Communicate, communicate, communicate. Be sure to make yourself available for questions. People are going to be very concerned about their future employment and what this change means to them. Have handouts ready if possible about benefits, pay p…
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I agree with the above. You have to get your story straight. Is he being terminated for poor performance, or are you having a RIF? Age should not be an issue. If he is termed for poor performance, show your documentation and do not give severanc…
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I am not aware of a legal requirement to have all time data collected the same way. Perhaps someone else is aware of something? We currently use timeclocks for our non-exempt, but don't require exempt to swipe. I would repeat my earlier suggestio…
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I would agree with Gillian. If your company is that small and only a couple of people abused the system in one department, I wouldn't install a timeclock at this time. People do not like using them and you run into a whole other bucket of worms wi…
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There is no law that says that a company has to grant holidays. Some companies (such as hospitals and hotels) have to require employees to work the "traditional" holidays such as July 4th. If your company wants to take the 5th off instead of the 4…
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I would agree that the employee would be eligible for unemployment and not to sweat it. A couple of months of service charged against your account is not going to make your premiums skyrocket. I also have a concern, however, about your probationar…
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It depends on your state, but here in California you would have to pay them the 4 hours.
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We pay the holiday starting immediately upon hire. We also pay the holiday as long as someone is in "paid status" the day before OR after the holiday. By paid status that would include regular hours, vacation, sick, jury duty, etc. It would not i…
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We are in manufacturing and we are closed. It doesn't make sense for us to close our machines down for a day, and then start them up again for a day, only to close down again for the weekend. We have 11 holidays per year that we move around depend…
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I don't have a letter, but I would be very careful with this employee. Certainly send her notification that she is not allowed back on company property. Also, step up your own security. Make sure that all employees know that she is not allowed ba…
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I agree with the others that these two should be disciplined equally - but what about employee #3 who made the error? What happened to him? Surely he knew he made an error and the other two covered it up for him? He should have come forward and a…
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Whenever we promote someone we always look to see where they are in their review cycle. If they just had their increase, they would only get a promotional increase. If their review is coming due soon, we would give them a bigger bump to incorporat…
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Being book smart and having a certificate is one thing. Being people smart and having common sense is another. The first can be taught, the second people either have or don't have. It sounds like you already have someone who is experienced, educ…
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I would closely look into this if I were you. As you are knowingly allowing them to use company property, you could be on the hook. At the very least, you might want to have them sign waivers in case they are injured. You also have to consider wh…
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Hi Toby, When a company terminates an employee there is no legal requirement that the company provide severance. What our company does is offer an enhanced severace agreement in exchange for the employee signing a release and settlement agreement …
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I don't know about your states, but in California non-compete agreements are not enforceable. If you already have a standard agreement that is signed, and your sales people are more service oriented than technical sensitive, and you are the moving …
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I agree. You are on the right track. The ball is in her court and it is up to her whether or not she changes her morning routine in order to get to work on time. It sounds like you have bent over backwards in trying to help her, including changin…
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You wrote that you think this person doesn't have any clue as to what is appropriate to say, especially in the workplace. It sounds to me like your company needs some Respectful Workplace Training. I have a good video you might tell your HR Dept. …
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I agree with Don that you should not be ignored and your complaints should be taken seriously. One thing I might also suggest, however, is that you talk to this new employee yourself and tell him that you were offended by the remarks he made. It c…
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Your employee is making the decision to leave early, thus he is not eligble for the benefits. Period. Do NOT make any special exceptions for him or you are setting a precedent for your other employees. It is a tough balancing act that we need to …
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I would agree to check with the candidate to get their side of the story. If the orginal resume was correct, then they didn't falsify their application and may be able to argue that they should be able to keep their current position. Termination m…
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She is only a volunteer, so no - I don't think she would have any legal recourse. You are not forced to accept a volunteer. I would say that you should counsel her about how confusing her presence is in the classroom to her children and to the par…
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I agree with you, Paul, that hopefully at the end of the day the "good guy" will win. Especially if that good guy can show he made "good faith efforts" to do the right thing. Sometimes those good faith efforts take a little longer than the quick s…
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Our attorney at our corporate offices said No,No,No. Do not merge the files. You should always keep the medical file separate from the personnel file - even after termination. Better safe than sorry.
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If you are comfortable with your system - Great! I thought you were looking for what other companies were doing. By the way, under our system for the father who needs to be gone a day a month for the counseling session, we would count all of those…
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I can't imagine the nightmare you must go through in sorting out who to excuse and who not to excuse. It sounds like you end up excusing almost everything. I see a bigger problem in you allowing one person to have an excused leave to take their pa…
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I agree to let her go, as long as you have sufficient documentation. I would stick to the attendance issues and any performance issues that you can document. Don't touch the medical absences since those are probably protected by FMLA. You certain…
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Our company looked at this too and I believe you are OK as long as you use the pre-packaged medications. These come as "one dose" with the appropriate warning labels on the outside. As the medications are over-the-counter, and only provided as a s…
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I agree with Margaret. You mentioned that the information in the internal report was the same as the information in the formal report you gave her. As long as the information is the same, I don't see why you shouldn't give it to her. Giving her t…
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You need to be very careful that you don't treat this supervisor any differently than you would treat supervisors of other cultures. If other supervisors had made costly production mistakes, changed operating directives from their manager, and told…