NaeNae55
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- NaeNae55
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Comments
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You are definitely violating employee privacy by telling others why they are out. Even when we have seriously ill employees (where everyone knows and is concerned), or employees out for other personal reasons, we do not tell our other employees why…
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Our owner company uses 10 years as a cut off, but we don't have one here. We consider anyone who leaves our employ to retire a retiree. We usually have some kind of party, but the size depends on how long they were here and the how much responsibili…
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The way the story reads the employee was on his break and defended himself. If those are the facts I can't imagine firing someone for it. On the other hand, if I had an employee who either talked or behaved as if he was a moment away from punching s…
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You have to treat FMLA and maternity employees the same as you would anyone else. Your reason for denying leave has to be for a legitimate business reason. You can, however, require employees to use all leave while they are on FMLA. It just has to …
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Thank you Dutch! I did a lot of research and could not find anything definitive except that it would be an ERISA plan. From something on the DOL site I thought it would be subject to COBRA, but there is some internal dispute on this (it is a 100% e…
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Send him a certified letter telling him he must call you by a specific date and time and that failure to do so will result in his termination. Don't give him long, and if he does call you, don't let him off the phone without telling him exactly how …
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Here is a question for a small debate: Should the notice have gone out by yesterday (September 30th) to meet the 'by October 1' deadline, or does sending the notice out today still make you compliant? Some people here thought 9/30 and some thought …
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What difference does the tax status make to the employer? If the employee signs an agreement to repay under certain conditions then they have to repay. The employee can then refile their taxes based on having to repay the $4,750 once it is done, an…
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We will be asking some individuals in business for themselves to help us with a major sales initiative. Once the thing is over, they will be back to doing their normal business. We do not want them to come in and 'get the business' when it comes up …
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FMLA still has to be approved, even intermittent leave. Leaving the house unattended seems out of line to me. It depends on your services and other coverage but I would think it would have to be a serious emergency to leave without approval. I beli…
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[QUOTE=cnghr;725301] I often find myself wishing that some of the resources would concentrate less on how to ace interviews and more on how to be a great employee once they're actually hired![/QUOTE] =D>
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Tough call. I don't think cut day quite equates with an RIF. An RIF is hopefully an exception, where cut day is a normal part of business. Also, he said he spoke to many of the players being cut before the event. Still, he probably should have mov…
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Ultimately, this is falsifying time sheets. What you do about it depends on how serious you are about employees telling the truth. You can counsel them that the behavior isn't acceptable, document it and put it in their file for future use, go furth…
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Please tell me you have an EAP. First, you have to treat this as a performance issue. I understand we want to help our employees, but we hired them to do a job. It is up to HR and management to make sure that they do it, and not to enable them to …
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If one of our employees did this they would certainly be in trouble for releasing confidential information. They have a right to publicly post how much they earn, but not to put our banking information out there. We would promptly close our accoun…
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He is too busy playing with Arlo. He posts plenty of pictures of him on fb. Arlo is a real cutie and definitely worth Frank's time.
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First, don't assume that the move is so minor that it can't be a real claim. People with certain issues migh be unable to cope. This would not be the best method to cope in my mind, but I am not the one making the claim or her doctor. Second, her…
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Hey, my embarrassed face and quick get-away says it all.
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It would have been even funnier if I had not caught one of my typos in the title. I put an N in the middle of dogs. I am sure that would have got everyone's attention.
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We had an employee write everything down (like times other employees went to break etc). I pointed out that what other employees do is none of her business unless it impacts her directly. Then I asked if it was and where. After a brief discussion w…
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If he has a doctor's note stating he can return to work without restrictions but the circumstances are suspicious, you can send him for a second opinion (on your dime). If the second opinion says ok, you can let him work. If it says no, you will …
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They dehumanize.
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"de minimus" is a vague legal term so no one knows what it is until it has been proven in court. Here we consider pretty much anything under 15 minutes as not enough to count as a worked day for exempt employees. You can pay your employee for spec…
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The 3 consecutive days required to qualify do not necessarily have to be in the hospital. A week for a hernia is still a week for a hernia no matter how much time is home and how much is in the hospital. Hope this helps. Good luck! Nae
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She's in southern OK. She posted yesterday on FB so I think she is ok.
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Rob has not come to see me all week. I guess it was a friendship made NOT to last. It is strange though, that he drove me so crazy at first and now I miss him. He left me some memories on the windowsill, but I really could have done without those…
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This is from the DOL Fact Sheet #22: Travel Away from Home Community: Travel that keeps an employee away from home overnight is travel away from home. Travel away from home is clearly work time when it cuts across the employee's workday. The time is…