Paige
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- Paige
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>I'm curious as to how old the daughter was when covered by her mother? > Under most health plans once a dependent reaches age 19 and is no >longer a full time student, they become ineligible to be covered as a >dependent. Unless…
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Thanks, Don. If a loophole can't be found, it's nice to know that I can at least get support and a good 'ole "keep your chin up" from my colleauges. x:-) Good idea on the written notification.
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No-we did not implement it. The candidate ended up withdrawing.
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No--illness was not the issue here. She started in March, already had plans for July and needed the time off. The supervisor originally told her it would be without pay, but the employee decided she would use her personal time since it was availab…
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Well, after consulting with our attorney and getting her feedback, we have decided to keep it simple and term her as of 9/7. She's welcome to reapply when she's available to work, but she would lose her seniority. This is all so tough--trying to s…
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I completely agree with Don on this. At a previous employer, we were privledged enough to receive a surprise visit from OSHA. As we went through the inspection, one thing the inspector repeatedly went over was the importance of writing people up f…
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I guess that brings up another question. Can we treat people with "regular" illness differently than those with a work-related injury?
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No, IL does not require this. Yes, it does seem very dangerous to me in regards to precedent-setting. The supervisor insisted on paying him, though.
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This isn't a response, but rather another question similar to yours. We just had an employee who fell off a ladder (nothing more serious than cuts and abrasions). The doctor released him to return to work that same day with restrictions. I was su…
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That's it--twist the knife a little deeper.
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[font size="1" color="#FF0000"]LAST EDITED ON 04-06-04 AT 07:44AM (CST)[/font][br][br]I'm right there with ya and know exactly what you mean! I've been all over her supervisors telling them the same thing and, fortunately, they are very good about …
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**********100th post**********Yippee!!************ Sorry--had to just mark that milestone. Ironically, the employee up and quit today!! Ugggh! At first the supervisor was going to terminate her for being a no call/no show yesterday. I advised h…
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In terms of her getting to the appointment earlier, within the realm of FMLA--how can I "force" her to make her appointments earlier? And if she doesn't, want kind of recourse can be taken? I called the chiro's office a couple of weeks ago to ask …
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I'm not quite sure of the answer to your 2 questions--this particular supervisor handles time off with a little bit of flexibility, which can be both good and bad. However, he has made it clear to her (because she has "borrowed" time in the past), …
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Perfect! Thank you all so much--the many suggestions are very helpful. I especially like the Catbert way of doing things--wouldn't that be fun? But, yeah, it would probably be better to go a different route. Thanks, again. Paige
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OK--let me ask this... Have any of you terminated someone because they just weren't a good fit? What did you tell them?
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As luck would have it, her 90 days was up 7/3/06. As far as reprimanding and asking for her to improve, there really isn't anything to improve upon--her performance is fine. Her background is just incredibly suspicous.
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I called them just last week. I think it took me a couple of rounds of "press #," but I finally got to someone. Here are a couple of numbers off of their website--I can't remember which one worked for me, but one of them did. Contacting Us: If yo…
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Wow! You guys are awesome! I appreciate all the input you've provided--this will definitely help me process through some things we need to do. Thanks for your help.
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Wow--great feedback already! Thank you. To answer some of Paul's questions: We have about 165 employees total--130 in IL; 27 in NY; and 3 in FL. I work for one of those companies that doesn't really have a separate budget for HR specifically--all…
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Sorry--I should indicate that it would be a non-exempt position. They would like to make it a salaried position, but I just don't know that we could do that. This person would be working as a cook and would not be directly supervising anybody.
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A-haaaa--now I see where you're comin' from.
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OK--he's back... We blocked the e-mails and made sure people knew not to respond to him--that all went fine. He has now taken it upon himself to mail a letter to his former supervisor's house addressed to the supervisor's wife. The wife hasn't op…
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Wow--best piece of advice I've heard so far (not really--just trying to appease you to avoid any repurcussion from you). Do you give this type of advice out often? To everyone else--thank you. We blocked his e-mail address from our system and I s…
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Good to get some feedback from folks. I'm already aware that our participants pay administrative fees--I just wanted to get an idea of whether it was common for the company to pay for the fees or to pass it along to participants. Sounds like some …
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I'm talking about just expenses--asset-based fees, etc. Are they divided up amongst the employees and taken out of their accounts or paid by the company?
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Thanks, stilldazed. Would you mind faxing me a copy of the verification form you have employees sign off on? 630-214-7369
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"I would never send a form to a person from whom I wanted 'reference'comments on a candidate." You mean comments outside of dates, title and salary--right?
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Job opening aside--I would suggest going with paying him the 2 pay rates. We have several people working multiple roles within our food service establishment. An employee who works as a dishwasher during the week, works as a cook on the weekends. …
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Well--I am so glad I posted here. The intentions of my posting were met--all the comments have helped and the last couple were great at showing me I DO need to turn this into a positive. (Even the baseball comment made me chuckle--I LOVE Tom Hanks…