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Carol CA

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Carol CA
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  • You are on the right track. I would suggest a progessive disciplinary warning system for employees who are continually tardy. You cannot withhold pay or require employees to pay a fine for being late. Of course, if they are a 1/2 hour late, they …
    in Fining employees for being late? Comment by Carol CA March 2002
  • We are a manufacturing company in California and have also had this same situation. I guess we were more gun shy because we did not keep any of our temporary workers when the time came for the layoff. Yes, some were better than the regular employe…
    in Layoff and Temporaries Comment by Carol CA March 2002
  • My thoughts are that if you are going to be REQUIRING that they wear the uniforms, that you will need to provide the uniforms for them. You might even have to pay for the "maintenance and upkeep", but I'm not positive how that works. If they fail …
    in Implementing "Uniforms" into Dress Code... Comment by Carol CA March 2002
  • As you've probably discovered by now if you've done some searching, requiring "English Only" in the workplace is illegal unless you can prove some bonafide reason for requiring the English such as safety. We have a heavy Filipino population where t…
    in English only in the workplace Comment by Carol CA February 2002
  • I think our problem here is that we are in different states. Where I am in California we have daily overtime. The working late on Wednesday and leaving early on Thursday would get into overtime issues with us and we would have to go through the spe…
    in comp time Comment by Carol CA March 2002
  • I believe you can do comp time for non-exempts, but it does have to be in the same week, and it has to be at the employee's request, and it does have to be in writing. So, technically, someone could work an hour late on Wednesday, and leave a hour …
    in comp time Comment by Carol CA March 2002
  • I would be careful about advertising on the company bulletin board. If you allow them to post for the bible study meetings, you are opening the door to unions posting for organizing meetings.
    in Religion in the workplace Comment by Carol CA February 2002
  • I would agree that although on the surface it seems innocent enough, you are setting a precedent about allowing the employees to use company space. You open the door to people wanting to organize for other reasons that you may not approve of. You …
    in Religion in the workplace Comment by Carol CA February 2002
  • I would echo the above and reiterate the suggestion to wait if possible. If you turn around and hire someone else right away, the RIF was obviously subterfuge and you risk a lawsuit. If you wait for a while then you might be able to justify a "chan…
    in Rehire layoff vs new employee Comment by Carol CA February 2002
  • One more helpful hint.... We keep our I-9's separate. When someone terms we go to the I-9 file and put a "Purge Date" in the upper right hand corner based on the 3 years/1 year rules indicated above. Then we periodically go through the I-9 file a…
    in I-9 after termination? Comment by Carol CA January 2002
  • I would be careful with this. As long as the employee's weight does not affect his job performance, I would not bring up the issue. I don't know what type of work this employee does, but if there are work safety issues, such as not being able to c…
    in Comments About Weight on Performance Review Comment by Carol CA January 2002
  • I don't see a problem with it either as long as you are talking about adjusting a future increase, and not their existing salary. As with any employee, their merit increase will be based on their work performance. If they do not perform satisfacto…
    in Cut in merit pay Comment by Carol CA January 2002
  • The only other advice I would add to the others is to make sure when you send the letter that you indicate by virture of the fact that she has not returned to work that she has abandoned her job and you are accepting her resignation. This way you a…
    in HELP! My employee disappeared! Comment by Carol CA January 2002
  • I also work in a manufacturing plant where sometimes plant superviors have to work a lot of hours. Our policy is that they must work at least 4 hours in a day overtime in order to be eligible for any extra pay at straight time (not time and a half)…
    in Overtime Stipend for Exempt Employees Comment by Carol CA December 2001
  • We've had it both ways. Initially payroll reported to Finance, and then it was transferred to HR. One of the reasons it was in Finance in the first place was due to the auditing. The theory was if payroll is in HR, techinically you could "hire" a…
    in Payroll reporting to HR vs Finance Comment by Carol CA November 2001
  • >Me and my boss have an on-going debate. Is anyone aware of some >obscure rule, tenet or philosophy that says a performance evaluation >rating cannot be changed once made and put on paper?
    in Changing Performance Ratings Comment by Carol CA November 2001
  • We have the same type of a timeclock situation where they get paid to the minute and the hours are sent to payroll. We are a plant manufacturing facility so everyone has scheduled lunch and break periods. We automatically deduct the break and lunc…
    in But I took a break! Comment by Carol CA November 2001
  • I am in California and agree with the above. Even if you have an employee sign a waiver when uniforms are issued, you cannot deduct that amount from their final check. You must get the employee to sign another form authorizing the deduction from t…
    in UNIFORMS Comment by Carol CA February 2002