Christine M
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- Christine M
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One more note--yes, you want to use "Introductory" rather than "Probationary." Probationary has been interpreted by the courts as an implied contract. I find that Outlook has been a good tool for me with new hires. When I bring someone on board…
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I agree with you that the decision maker on the discipline should have the opportunity to review the evidence, which is why I offered the employee's manager the opportunity to review the report. At this time, the decision has been made and the corr…
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There is a nice template for an on-line presentation built into Powerpoint. It is easy to customize and well received by employees.
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The idea is that the onsite breathalyzers would only be used as a tool to deny the need for further testing. Safety sensitive positions are ones in which impairment could lead to substantial harm to other employees, the community or the environment…
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This is a time for scrutinizing your job classification. If there is any question as to the FLSA status on the position, you should consult an expert to determine whether the position is correctly classified as exempt or non-exempt. As we all know…
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I have read that everything but the I-9 and W-4 can be maintained electronically, but I can't quote the source. Any experts out there?
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Certainly I've heard of companies that operate without policies and procedures, without disciplinary action, etc. As long as no one ever challenges the way that things are done, there is never a question of discriminatory practices, and no one ever…
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[url]www.homefair.com[/url] has a salary calculator which allows you to calculate the commensurate salary moving from one state to another. I have found it helpful.
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In addition to the other good reasons listed by others, it is possible that you may be required to provide a copy by state law. In Massachusetts, if anyone requests a copy of their personnel file, or anything in it, and they provide a written reque…
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Thank you for replying. Very good suggestion as to notifying employees in advance that we will make this change. First shift employees could make the designation on Monday morning prior to time cards going to payroll, but unfortunately 2nd and 3rd…
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For our non-exempt workforce, we offer PPT (Paid Personal Time) instead of sick time. This time can be used for any purpose and can be use in increments of one hour. Time off must be covered by PPT or Vacation time or it is counted as an occurrenc…
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Sending rejection letters is a courtesy to job applicants. There are no federal statutes which would require you to send those letters, and unless your state has specific requirements, you are not legally mandated to send them.
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I would be wary of having nothing signed (either electronically or physically by the employees. They can always claim they never read the disclaimer. You might want to include a place for signature and a request to turn it in to their supervisor o…
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As I have read down the postings on this list, although I support your right to personal freedoms, I was dismayed to see that as a member of our profession, you became confrontational, considered ethical violations, i.e., faking religious conviction…
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Our fax number is 508-998-5638. Thank you.
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I am in Massachusetts and would also appreciate seeing what you use for a uniform policy. We currently issue uniforms upon request and it is not unusual for us to take a hit when an employee terminates and does not return the uniforms or when the u…