RuthG
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There are two issues here - work time and travel time. For work time, you have to pay your nonexempt employees overtime for any hours worked over 40 in a week. So if working at the booth at the trade show is hours 41 and 42 - you have to pay overtim…
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Heavy breathers and close talkers drive me nuts....
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Also, are there other employees being laid off? If so, they should be dispersed among different age groups to avoid the look of age discrimination.
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You could also look to se if the person job hops. If so, this may just be another short stop. If not, they may really intend to come back for the long term. Sometimes the grass looks greener, but once someone leaves they wish they hadn't.
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I think some employees would think this was great - and others wouldn't get it at all. Maybe a more universally appreciated gift of service would be better.
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Yes, there a difference between bonus, ie. christmas vs incentive (performance or referral) for overtime reasons. Under the FLSA, bonus payments are divided into discretionary and nondiscretionary types. Nondiscretionary bonuses are included in an …
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Also, some employees will be dishonest by giving their peer an inflated rating so as to no anger a coworker. This is equally bad.
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I wouldn't worry about this comment either. It seems pretty harmless and does not seem like a discriminatory comment to me.
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When we were determining what our comp packages would be we asked ourselves a bunch of questions: Do we need a short-term fix or a long-term corporate strategfy? For execs, should we have a single comp program that applies to all execs or individua…
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There are a few things you should consider including in your policy: Require approval of the employee's doctor to work out at the center. Conduct routine safety checks of any exercise equipment - checks should be done by qualified people. Have q…
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You have to be careful when considering firing this person - it could get you into a lot of trouble. This employee might be regarded as having a disability and could be covered by the ADA. "Regarding" includes: (1) individuals who are treated by e…
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You have to be careful when considering firing this person - it could get you into a lot of trouble. This employee might be regarded as having a disability and could be covered by the ADA. "Regarding" includes: (1) individuals who are treated by em…
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There's a short article on this topic at http://findarticles.com/p/articles/mi_m3495/is_2_45/ai_60139693. It says that 48 percent of firms are now offering on call pay to exempt employees. N.E. Fried and Associates, of Dublin, Ohio did the researc…
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It really depends on the employee. Some are excellent telecommuters and others will fall prey to the many distractions at home - TV, dishes, etc... It's best if the work is qualtifiable - so that you can easily determine if their output is adequate.…
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If you can get your managers to stop swearing, then the employees under them will likely not feel comfortable swearing. Setting a good example at the top can be very effective at getiing others to act in a certain way.
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But what if several male employees go to a strip bar and the female employees don't feel comfortable going. Will they be precluded from business networking that might take place? Is this setting the company up for a lawsuit?
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In this day and age, it is inappropriate to call women in the workplace "girls, " so I would definitely stop using this phrase - even though it was meant to be a positive statement rather than a negative one.
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Two responses have told the person not to be honest or burn bridges. What's the point of an exit interview then? I completely understand not wanting to be honest for the personal reasons described, but if this is a common practice, then exit intervi…
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I would imagine that other players will be resentful and start requesting similar treatment. It could definitely be the start of something. Could be chaos for the baseball industry!
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In the US business arena, it is not customary to kiss people in greeting, so he will have to learn our customs. Think of it as doing him a favor - you might save his career if he does this to the wrong person! I would definitely use the handshake ma…
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There's some informaiton on this topic under the Compensation forum post called Supreme Court Pay Case.
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Does anyone have ideas for healthy treats to bring in - like whole grain bagels, etc.?
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It really depends on the individual employee. Some employees will find any excuse to not work - do the dishes, watch TV.... Others will work more hours than they woudl if they were in the office. You definitely do give up some control, but in many c…
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If you lift your calves and feet off the ground and lock your knees so your legs are extending straight out and lifted off the ground under your desk, and hold them there with your thigh muscles tight, it is a good workout for your thighs. You can …
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That's exactly right - we always try to negotiate a low price, within market range. And women aren't necessarily raised to negotaiate as hard as men. We need to change how we socialize girls/women so they negotiate from a stonrger perception of thei…
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I agree. We are the ones who have a lot of control over setting the wages of our employees. Even when our executives set the salaries of higher level employees, if we see gender inequity, we should bring it to their attention - if not to diminish th…
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I would wait until she starts. Since her training will help her do her job more effectively, you have to pay her for the time. Plus, if she does any productive work during the training, that also add to the case for paying her.
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I spoke with a sales rep the other day because we are trying to find a more economical way to provide this training than we currently are. California employers have to provide supervisory employees with 2 hours of interactive sexual harassment trai…