Mentel
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- Mentel
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Yes. You are liable because it is company sponsored. How to handle it? Restrict the use of alcohol. Give out drink tickets or don't serve it at all. This will reduce your liability and risk tremendously. Now knowing that you are from Wisconsin,…
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I have worked for firms where HR was just a necessary evil. It was very hard to function in this environment because I was seen as making waves when in fact I was trying to do what was right for the employees and the company. The company I now wor…
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We would definitely terminate the employee and give two weeks severance in lieu of notice. This attitude would kill morale. Sometimes it is worth the unemployment comp just to get rid of someone like this.
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I am with a consulting engineering firm in Wisconsin and we have 'seasonal' employees as well. In our firm, seasonal, coop students and summer interns do not get paid sick days or vacation. Only employees who work at least 20 hours per week, all y…
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I, too, discriminate but I'd like to think of it as "having discriminating taste". We choose the best candidates and discriminate against the losers.
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I would reimburse and count the commute as hours worked. If they work out of their home 150 miles away on a regular basis, this trip to attend a required meeting is reimbursable. I also consider this commute as time worked for exempt and non-exemp…
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I work out of 'at-will' Wisconsin. We eliminated the referece to probationary period or orientation period in our personel policy manual. This was done on advice of attorney since it can imply a contract. Our benefits start on the first day of em…
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$10, $15, and $20 are pretty standard for us in Wisconsin. We do make allowances for certain restaurants especially when out dining with a client. But if the employee is on their own and eating dinner because they are at a seminar, then the above …
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We also have a policy and last summer I actually fired an employee for personal internet usage. The reason we even looked at her computer was that her productivity went way down when she got Internet access and she would change the screen when some…
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I recently attended a seminar on HIPAA Privacy and the attorney told us that you DO NOT need a signed release to help an employee get a bill paid. As long as the inquiry is regarding getting a bill paid and not an inquiry as to the diagnosis/progno…
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Asking an AA to type a three page letter in 90 minutes is not a hardship. You have a disciplinary problem and you better get going and start writing incidences like this up. This person is probably also a morale problem for co-workers. She doesn't…
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I went to a session held by a Wisconsin insurance broker and was conducted by an attorney with a large Milwaukee law firm. According to him, if you are working on getting a claim paid, HIPAA does not apply. I have also found this true in the regul…
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I am also a small employer in Wisconsin and have been waiting to see if someone else has already put together forms and policies. I went to a seminar put on by an insurance broker with Bob Simandl of Davis & Kuelthau, Milwaukee. He did not hav…
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The answer to vmiller MO is the economy is soft, employees are worried about losing their jobs due to RIF and management thinks everyone has already forgotten about the corporate ethics scandals. Many companies are run by idiots. I have found an e…
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For the past six years, I have solicited nominations for peer awards. We give out the awards at the holiday party and everyone, especially the spouses, look forward to these awards. We have our 'standard' catagories like Mentor of the Year, Made t…
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In Wisconsin, he would not be eligible for UC because he resigned. As for the other incident, it could be considered in giving UC if the resigning employee felt threatened to the point of great harm. I would make sure the Supervisor got some kind …
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I would never 'require' two weeks or four weeks notice to get paid out benefits. This jeopardises your employment-at-will status. We pay out accrued vacation but not sick days. They always disappear at any kind of termination.
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We have a conflicts of interest policy under Professional Ethics section of our handbook. It is very strict. No one, even owners, can accept a gift that has a value that exceeds $50. Employees can be taken out for lunch or can receive a small gift …
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The new privacy regulations cover medical information. Are you getting medical information from doctors through email? If you do, then you would have to safeguard the information. I would not want to give or get medical information though email b…
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There is still one item that no one has addressed. That is the fact that you have been there two years and have had only one six month review. If you firm does not have a policy and procedure for annual reviews, it is up to you to see that it is d…
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I wouldn't worry about her suing you. You were not a decision maker in any of this. The manager that pulled the change of title during FMLA is in deep trouble. Just recently, in the 7th District, two supervisors were found to have retaliated for …
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Rocky is right about the hours. To keep them exempt, DO NOT DEDUCT! Also, here is the issue of how many hours your supervisors work and their benefits. Three personal days (I am assuming for sick, personal business) and one week of vacation after…
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I would check with your employment practices insurance carrier. You can decrease your premium significantly by showing that good employment practices are in place including having a professional to run the show. Our carrier asks for a copy of the …
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I agree with Don. I have gone as far as writing a scrip for the owner doing a RIF termination so he couldn't screw it up. As long as we are on the same page and say the same thing, it goes as smooth as possible. Don't forget the follow-up to the …
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Bman: It is quite sexist of you to blame a women for this (mother nature) rather than God who I am sure you assume is male. Guess what? She (God) saw this and she is ticked!
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If she is on an unpaid leave, it isn't costing you anything in salary. Since she has been off for over a month, put her on COBRA. When she finds out what it will cost her for insurance, she may be back in a hurry or get herself a new job. As long…
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Since you are already writing job descriptions, why don't you work on yours? Put the emphasis on the recuiting end of it and down play the clerical as just part of the job that everyone has to do (like file their own paperwork, etc.). Ask for a jo…
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Our consent is right on our application. All must complete an application completely, even high level management candidates. This way they give their consent and dates of service and salary information. When I do a reference, I ask the kind of qu…
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I can send you one for a Sr. Project Engineer - Civil. I don't have anyone with a mechanical design degree or experience. I get generic descriptions from the companies that do salary surveys of engineers. You could try dietrich & associates, …
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The courts could look at those that have the same reporting relationships, similar salary ranges, etc. In our firm, I am the only person in HR. I would be similarly situated with the Marketing Manager and the Office Services Manager based on who w…