Mike
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I'm with you Yahoo. Graduated with a BS in Business Administration concentrating in Personnel Management (there goes that old term, again). Started career in operations for a national car rental agency. Left there 22 years ago to start first job …
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I have heard it said that if you know that a person is at work then you are required to pay him even if they have not followed company policy regarding paperwork. Given that premise, you have taken a proper approach by disciplining employees for fa…
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I'm not an expert in this area, but I believe that you should pay employees in exempt positions based on the number of days an employee works during a pay period. For example, if there are 15 days in a pay period and the employee works only 7 days …
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Hatchetman -- great response that is well worth saving for future reference. This advise fits many similar situations. We have had cases in which employees get doctors to write notes that say the employee needs to work just 1st shift. Our employe…
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I wanted to provide a follow up on this issue. We won this case. Unfortunately, the arbitrator did not really need to answer the question about the incarceration vs... sick issue. This is what he said about that: "Plant Rule #11 applies to empl…
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I agree with the first part of Blanche's response. You should anticipate much difficulty in executing your plan. First, if you plan to shut down the purchased plant in order to eliminate the unionized employees you will need to negotiate the terms…
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We have a couple of locations that operate 7 days per week. This requires a 4-crew schedule. Some holidays fall on days on which one of the crews is scheduled to be off. We pay them for the holiday.
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In case anyone is interested, I have found out that PA is one of the twelve states the require the consent of all parties involved in a conversation to have the conversation taped. These states, which include CA, CT, FL, IL, MD, MA, MI, MT, NE, NH,…
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"and informed me that if he >is terminated for harassment of employees that, "someone will pay and >it won't be him". > Subordination??? What about this threat? This guy is a loose cannon who is about to explode again. Your company …
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My guess from you post is that the lab techs worked staggered shifts since the lab opens at 6:30 and closes at 5:00. Some may start work at 6:30 and leave by 3:00 or 3:30 with others starting around 8:00 or 8:30 with a quit time of 5:00. If this a…
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You also don't want to have a published list available to be given to union organizers.
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Maine is not a right-to-work state. Refer to this website for a map showing all right-to-work states: [url]http://www.nrtw.org/rtws.htm[/url]
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When going through the process of dealing with the "no match" letters -- name didn't match social security number, we learned a couple of things. -- when checking the SS card, the signature line is actually a microscopic line of lettering that spell…
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We do not pay our hourly employees for the time off. We do, however, consider the time missed as hours worked for purposes of accumulating 40 hours in a week. Therefore, if the employees work on Saturday they will receive 1 1/2 times because they …
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I'm responding for two reasons: 1) to bump this up for more review, and 2) to ask you to be more clear about the situation and the question that you are asking.
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Sounds like Jane is not a very loyal employee. I assume that the review for which you are preparing is not Jane's, it is for another staff member. If that is the case and all employees know that you conduct "peer interviews" to assist in preparing…
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Why wait until late Friday to terminate? Wouldn't it be better to do it during the week so that the employee can start the process of looking for work immediately vs. having the entire weekend to stew about it and "annoying" his family or drinking …
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You're right, we have all had this employee or his cousin working for us at one time in our career. It sounds like you probably do not have an ADA situation to deal with, so that is good. A couple of things that you may want to consider for you at…
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I think the supervisor should make a decision now on whether or not he should keep this employee. Apparently, the two have had discussion about the employee's performance and there has not been the degree of expected improvement. If the improvemen…
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I can't believe that this policy has not caused you problems over the years. A union could have a field day over this one. If I understand you correctly, an employee who is late will have his pay reduced 10% (instead of $15/hour his rate would be …
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Supervisors who are too busy to handle these matters need to get therir act together. They are probably the same types of supervisors who send people home in the name of discipline when there is no need to send an employee home. The amount of time…
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T Thank you for your detailed response. You answered my questions perfectly. It is a very interesting concept that I may consider for our company. Don As far as offending, it does not surprise me that you would consider my questions too detailed…
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[font size="1" color="#FF0000"]LAST EDITED ON 02-05-03 AT 07:53AM (CST)[/font][p]The personal improvement plan sounds interesting, and I have a few questions that I would like to present regarding its use: 1) What indicators are there to determine …
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I recently attended a conference of Disciplinary Action that was conducted by and arbitrator and a management attorney. Both stated that the 1, 2, 3, 4 steps that you outlined are appropriate. In fact, they said that the verbal warning does not ne…
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I believe that you are doing the right thing by working toward you degree. That will put you in a position to move up in the HR profession toward a generalist role. I suggest that you do not worry right now about where that may be, whether it is w…
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I don't believe you should have to negotiate the content of the form that you use to evaluate employees. However, you may need to negotiate the outcome or the result of what you do with the reviews. For example, if the review is used to determine …
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We require it. It does sound sick, though. In our handbook we use the term "may" be required, but in all practical applications we just require it so that it does not look like we play favorites with anyone.
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Personally, I am not a fan of Employee of the Month type programs. I base this on a personal experience in which an employee was nominated under a Safe Employee of the Month program who did not enforce safety policies in his own department. In the…
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In your policy in which you give a person a chance to return to work, I think that you have to have a cap somewhere. In our policy, when we give an employee a "last chance" opportunity, they are required to follow a program outlined by our EAP. Th…
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Doesn't look like anyone has an answer for you on this one. The employee can file a claim regardless of whether or not he as a copy of the hearing test results. Once he files the claim you will more than likely have to provide a copy to him, his a…