› ›

Mutagawa

About

Username
Mutagawa
Joined
Visits
0
Last Active
Roles
Guest, Member

Comments

  • I have a couple of thoughts: make the form simple to complete and then call the employee to get more details once they've responded, give employees the option to complete it anonymously, and mail it out promptly after termination. I've found that t…
    in Exit Interviews Comment by Mutagawa February 2002
  • Our nursing supervisors (county hospital) are classified as non-exempt because they frequently have to take on a staff nurse role and be compensated for overtime.
    in Paying an exempt employee for a different position (CA employer) Comment by Mutagawa February 2002
  • We are a large county health care system and our VP of Human Resources reports to the CEO.
    in Who Does HR Report To? Comment by Mutagawa March 2002
  • In general, I think a rolling 30-day period is too short to effectively track attendance. You may consider changing it to a rolling 6 months or 12 months, and also add a disclaimer that employees can be disciplined if a pattern of abuse of the poli…
    in Absentee/Tardiness Problem Comment by Mutagawa February 2002
  • My fax number is (602) 344-1132. Thanks for your help!!
    in Company property - employee acknowledgement Comment by Mutagawa February 2002
  • Does your company have a policy on job abandonment? Several of my previous employers had a policy that if an employee leaves the premises without informing anyone and does not return or contact their manager within a specified amount of time (usual…
    in Bounty Hunters!!! Comment by Mutagawa February 2002
  • Our company (hospital) also has an attendance policy that is based on a point system. Employees accumulate 1 point for any full (or consecutive)day unscheduled absence and 1/2 point for tardies or partial day unscheduled absences (for non-exempt em…
    in Attendance Policies Comment by Mutagawa February 2002
  • I don't know PA laws specifically, but I think it would be very hard to defend any disciplinary action or termination that was based on a change in policy that was not communicated to employees before the change took effect.
    in Instituiting revisions to a Policy retroactively in PA Comment by Mutagawa February 2002
  • Since having a license is a requirement of the job, he cannot meet that requirement. If you have a position available that does not require driving, you could consider transferring him. Depending upon your company policy on controlled substances, …
    in Courier with DWI Arrest and Conviction - Request Advice Comment by Mutagawa January 2002
  • I don't see a problem either. You should probably inform the employees in writing that they are accountable for assisting with this project and that it will be measured as part of their performance evaluation.
    in Cut in merit pay Comment by Mutagawa January 2002
  • Our employees accrue PTO from start of employment, but can only use the time for sick days and doctor's appointments during their probationary period (6 months). Any other scheduled time off (i.e. vacation) is unpaid until they pass probation.
    in Vacation Accrual Comment by Mutagawa January 2002
  • I agree that the interview with the claimant should be handled by her employer (the subcontractor). The person conducting that interview should provide you with documentation that you can use to follow-up with the alleged harasser and any witnesses…
    in Subcontrator's employee claim of Sexual Harassment Comment by Mutagawa January 2002
  • My thoughts are that written reprimands should never be completely removed from the personnel file. At my previous employer, written warnings had a 90-day expiration date. If the employee successfully corrected the problem within that timeframe, …
    in Removing written reprimands from personnel file Comment by Mutagawa December 2001