Ethel
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- Ethel
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What prompted the question is that it was in the old handbook that I am updating. When I saw it, I did not think it should be, but couldn't verbalize exactly why (I will be challenged on each change.) We do have the verbiage on our application (I …
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In our case the COBRA coverage for a >family is $1000+ paid in advance and on time, >monthly. Any medical facility in the world used >can apply for claims activity, however, the >deductible and the "out of network medical >fa…
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Amen Don!!! We have a handbook and then we have a separate policies and procedures book for mgt. Perhaps we are getting bad legal advice, but we are encouraged to not attempt to make the employee handbook the "Be All and End All" for our employees…
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Thanks to all. I not only learned about record retention but am now "learned" about biscuits!!! Thanks again. Have decided that we will keep 30 yrs plus 1 day and dump the rest. OSHA is an agency that we strive to meet their requirements. We ar…
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Know exactly what you mean. All the lives involved really prey on emotions. I made it through that first RIF by deciding that I could do nothing about the RIF. But what I could impact was education of the RIF personnel so that they would understan…
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Sometimes things we don't like are just a part of life. The saying about "everyone is equal, some are just more equal than others" is based on reality. However, it probably would not be good to flaunt that, so probably no party would be best.
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For My Info: the 3 separate legal opinions -- what were they? A. the agreement wasn't illegal B. that it was enforceable? I just can't think what they might be?
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Actually, I think setting policies that appear to be outlandish comes from a feeling of FRUSTRATION and trying to address a specific problem with too wide a policy!! Now-a-days, the employer has many less rights than the the thousands of hr laws gi…
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We also had FBI agents present themselves at our door (with Badges). They had questions and wanted to interview an employee. Although we gave out no information, we did give them an interview room and notified the employee they were here and wantin…
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My recommendation is also to talk with an attorney. Our experience has been that having them prepare the response has stopped the EEOC from going further and, while it does cost some money, it is not terribly expensive like a trial would be. Our d…
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Right on, Molly!!!!
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Thanks everyone for the terrific response!!! Appreciate your help. It's so great to have "kindred" folks to go to for info. Thanks again.
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What area on the site do you select to get salaries?
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One minute??? That does sound petty and as if the superv. is out to "get" this person. Forget about it!!! At our company, late is arrive at work 7 or more minutes.
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Lately I have been in a quandry as to what to tell young people that ask about going into HR work. Why? Because of all the uncertainties and the constant, constant changes. Being degreed in HR is an assest but as was stated HR & Labor Law is p…
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Yes, am a member but was looking for a format rather than an individual job description. If one is there -- I missed it.
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Terminate. As a current user she has no protection. As a medical care giver, she is a danger to the patients. Terminate.
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Surely, even in California, an employer can terminate an employee for mis-use of company property, not following company policy (assume that there is a policy stating limitations for company phone use). The man has caused the company to pay $400 --…
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This might seem simplistic, but can you transfer her to the first or 2nd floor?
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In my opinion and what I would advise my company, a. Cut the wife some slack. Work with her on time until she can get secure alternate arrangements made. (I.e. joins a car pool) The slack need not be forever, but a few months. b. Fire the ins…
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President/CEO
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Missed or did not get this info. What is the big change coming? (I sort of gather it is something along the lines of only subscribers can be active on the forum??) Please clue me in!
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We provide company cell phones to Execs and sales personnel -- no cost to them. We will only consider company provided phones because if a sales person leaves our employment, we still own the phone number. This is VERY important to us, because we …
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I dispute the "dumb" but agree that a crook can have good credit. HOWEVER, depending on the circumstances, bad credit rating and bad check history CAN be an indication of what is to come. It is ONE of many factors that enters into a hiring decision…
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I agree that employee's garnishments should not be shared with managers and supervisors. This is strickly a payroll/HR "need to know". However, I must defend the credit check PRIOR to hiring. To make allowances for "bad things happen to good peopl…
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Been there, done that! As others have advised, don't let B run the department. Believe me, if you let her win this one, she will come back again, and again. Short range you may be in a "fix" but long range you will be better off. It is easier wh…
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Wow Pork -- you nailed it!!!! That is exactly how the HR ball bounces. I have found it the most advantageous to "pick my battles".
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Go ahead and tell me why..............the suspense and additional reporting nightmares are edging me closer and closer toward an HR breakdown!!
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Thanks to everyone for the advice. I feel better that everyone recommends professional assistance either from a consultant or a law firm. I was feeling rather inadequate because I could not get this going on my own. At the present time, we are no…
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Speaking for our company only: On exempts because they can have the honor of working 50 hrs or whatever it takes to get the job done, we are pretty loose on employees leaving to take care of personal business, even for whole days, we do not charge …